Background: School nursing plays a crucial role in promoting the health and well-being of students in educational settings. Previous research has highlighted its protective effect across various health domains, including substance use, mental health, violence, and sexual health. Despite its importance, the job satisfaction of school nurses and the factors influencing it have been insufficiently addressed in scientific research, underscoring the need to better understand their challenges and barriers. Therefore, the objective of this research is to evaluate the perceived job satisfaction and professional quality of life of school nurses at a national level in Spain. Methods: A descriptive cross-sectional study was conducted using the Font-Roja Job Satisfaction Questionnaire and the CPV-35 Professional Quality of Life Questionnaire. The sample included 553 school nurses from different geographical regions in Spain, selected through school nursing groups and associations. Data were collected from November 2023 to February 2024. Results: The majority of the nurses were women (68%), with a median age of around 40 years and predominantly less than 5 years of work experience (56%). Significant differences were observed in job satisfaction and professional quality of life depending on the employing entity (healthcare and educational settings). Factors such as workload, institutional support, and work experience influenced the perception of job satisfaction. Conclusions: We affirm that this study, being one of the first of its kind at a national level in Spain, highlights the need to develop effective strategies to improve the job satisfaction and professional quality of life of school nurses. School nurses in Spain present a moderately high level of job satisfaction, although there are significant differences in factors such as status and job monotony depending on the sector of employment (Healthcare, Education, Others). Nurses in educational contexts report lower levels of job satisfaction, influenced by the nature of the work, interpersonal relationships, opportunities for professional development, and institutional support. Additionally, work experience impacts satisfaction, being more positive for nurses with greater experience. We also affirm that the professional quality of life of school nurses is homogeneous, with an average score of 6.000 on the CPV-35. Although professional competence is uniformly perceived, work pressure is a common concern. Working more than 37.5 hours per week is associated with higher professional quality of life, although also with lower job satisfaction. Only half of the schools have a school nurse, highlighting the need for policies that ensure equity in service provision. There is also a recognized need for health training for teachers, which could improve support for nurses and student health. Active interaction with the educational community reinforces the integral role of school nurses and emphasizes the importance of the socioeconomic context in interventions and resource allocation. Keywords: School nursing, job satisfaction, professional quality of life, work factors, educational settings.

Policing is considered a high-stress occupation due to the demanding nature of the job. Addressing police stress requires a detailed understanding of how psychosocial risk factors influence various aspects of their well-being. Moreover, an analysis of the direct effects of work conditions and the mediating effects of cognitive appraisals is also warranted. Using the Demands-Resources-Individual Effects (DRIVE) model of work-related stress [19], this study investigated the direct effects of work conditions on well-being and also examined the intermediate role of perceived job stress and job satisfaction in the relationship between work conditions and well-being. Five hundred and seventy-eight police officers from the Jamaica Constabulary Force (J.C.F.) completed the questionnaire. Data were analyzed using hierarchical regressions and the Hayes Process tool for mediation analysis. Both perceived job stress and satisfaction mediated the relationship between work conditions and general physical health. Perceived job stress was an indirect pathway through which work conditions influenced psychological distress, whereas job satisfaction was not a significant mediator. In contrast, job satisfaction mediated the relationship between work conditions and positive well-being, but perceived job stress did not. These findings provide significant evidence for periodically monitoring and auditing perceptions of stress and job satisfaction as they are likely precursors to subsequent health problems.

Understanding that organizational communication is crucial for the consistent functioning of any establishment, this research assesses its influence on work-life balance, organizational climate, and job satisfaction among Portuguese firefighters, a rarely studied group. Effective organizational communication is identified as a potential pathway for nurturing a favorable work setting and bolstering employee contentment, essential elements of work-life balance. Data compiled from a group of 102 firefighters, using a sociodemographic questionnaire, the Work Social Climate Scale, and Portuguese versions of the ICA Communication Audit Survey Instrument and the Labor Satisfaction Questionnaire S20/23, unveil multiple significant correlations among various dimensions of the ICA, the Work Social Climate Scale, and communication metrics. Explicitly, correlations were discerned between received and sent communications and aspects of implication, support, and cohesion. Links were also evident between desired communications and the control dimension. Positive and statistically significant relationships were further observed between received and sent communications, all five satisfaction dimensions, necessary outgoing communications and the physical environment, and required outgoing communications and benefits, highlighting the pivotal role of adept communication in augmenting work-life balance, organizational climate, and job satisfaction among firefighters.

Background: Tele-emergency physicians (TEPs) take an increasingly important role in the need-oriented provision of emergency patient care. To improve emergency medicine in rural areas, we set up the project Land|Rettung (English: Rural|Rescue), which uses TEPs to restructure professional rescue services using information and communication technologies (ICTs) in order to reduce the therapy-free interval. Successful implementation of ICTs relies on user acceptance and knowledge sharing behavior. Methods and findings: We conducted a factorial design with active knowledge transfer and technology acceptance as a function of work satisfaction (high vs. low), workload (high vs. low) and point in time (prior to vs. after digitalization). Data were collected via machine readable questionnaires issued to 755 persons (411 pre, 344 post), of which 304 or 40.3% of these persons responded (194 pre, 115 post).Technology acceptance was higher after the implementation of TEP for nurses but not for other professional groups, and it was higher when the workload was high. Regarding active communication and knowledge sharing, employees with low work satisfaction are more likely to share their digital knowledge as compared to employees with high work satisfaction. Additional and more detailed analyses reveal that this is an effect of previous knowledge concerning digitalization. After implementing the new technology, work satisfaction increased for the more experienced employees, but not for the less experienced ones. Results are discussed considering the Dunning-Kruger effect. The Dunning-Kruger effect describes a cognitive bias. People with high expertise often underestimate their actual skill level. They have a more critical attitude towards their performance and feel the urgent need to fill possible knowledge gaps they notice. Conclusions: Our research illustrates that employees’ workload has an impact on the intention of using digital applications. The higher the workload, the more people are willing to use TEPs. Regarding active knowledge sharing, we see that employees with low work satisfaction are more likely to share their digital knowledge compared to employees with high work satisfaction. This might be attributed to the Dunning-Kruger effect. Highly knowledgeable employees initially feel uncertain about the change, which translates into temporarily lower work satisfaction. They feel the urge to fill even small knowledge gaps, which in return leads to higher work satisfaction. Those responsible need to acknowledge that digital change affects their employees’ workflow and work satisfaction. During such times, employees need time and support to gather information and knowledge in order to cope with digitally changed tasks.

The present study aimed to evaluate the multivariate relationships between variables related to burnout and job stress in healthcare workers, evaluating if the relationship between these dimensions, the variables related to personal factors (age, seniority of service), and work–family balance factors (overwork related to unused vacation days, accumulated overtime hours) change when the worker is engaged in double-caregiving activities. Indeed, the twofold activities of home caregiving and caring at work might expose workers to challenging situations. To accomplish our aim, we carried out network analyses on data from 466 workers (77.90% females). Participants completed the Link Burnout Questionnaire (LBQ) and the Job Satisfaction Scale (OSI). Contrary to expectations, the variables related to work–life balance played a marginal role with respect to job satisfaction and burnout risk for the whole sample. In addition, no significant differences emerged between workers who reported dual- caregiving tasks, compared with those who did not. However, some peculiar aspects of the relationship between burnout and job satisfaction emerged in the two subsamples. The findings are discussed, highlighting a framework for understanding the interactions among the assessed variables.

The present examination explored the impact of work spirituality and procedural justice on work locus of control, worker work fulfillment and representative authoritative duty among workers from private establishments of high learning in South Africa. Due to limited researches that have concentrated on the impact of workplace spirituality and procedural justice on work locus of control, employee job satisfaction and employee organisational commitment in developing countries especially in Southern Africa. A review was done and information was accumulated by methods for surveys on a sample of 150 academics and support staff in a private university setting in Gauteng, South Africa. Structural equation modelling was employed to analyse data using the Smart Partial Least Squares (PLS) software. By means of a partial least squares structural equation modeling approach, this study validates that elements such as workplace spirituality, procedural justice and work locus of control are instrumental in stimulating the employee job satisfaction and employee job commitment. The present investigation offers suggestions for academicians in the field of resource management by upgrading their comprehension of the how workplace spirituality and procedural justice impacts work locus of control, employee job satisfaction and employee organisational commitment

In the context of sustainable development, integrating the work aspect into health promotion systems is essential, ensuring that employees maintain a healthy balance between their professional and personal lives, which respects and amplifies the potential of every individual. Lately, there has been a noticeable shift of medical professionals from the public to the private sector. This trend paints a bleak picture, highlighting the vulnerabilities of a system teetering on the brink of failure, with significant impacts on patient care. Among the myriad reasons behind this shift, burnout stands out prominently. Medical professionals face increasing pressures due to understaffing, limited organizational support, and insufficient resources, leading to feelings of cynicism, exhaustion, and detachment from their roles. Utilizing the Maslach et al. questionnaire, we assessed the risk of burnout among physicians in public hospitals to identify and underscore preventive measures and improvements, correlating our findings with key aspects of organizational empowerment. Our research indicates that enhancing interpersonal relationships and resources—both within teams and between the organization and its physicians—is crucial for the revival of the healthcare system. This approach aims at improving the delivery of healthcare services and offering appropriate recognition to healthcare professionals, aligning with the principles of sustainable employment.

The study is focused on identifying areas of individualization in those mature organizations in which employees are free to make changes. In addition, factors affecting work-life balance and overlap between the jobs employees do and would like to do are determined. A critical review of the literature and a diagnostic survey, including interviews, questionnaires and observations, were used in the research process, together with the analysis of data concerning working conditions. Employees' opinions (n=300) on individualization areas, job crafting and overlap between performed and preferred jobs were analyzed. Calculations were done using IBM SPSS. According to the results, the maintenance of work-life balance (WLB) and the implementation of job crafting positively affect employee efficiency, counteracting professional burnout and a decrease in motivation. It turns out that employees of mature organizations are familiar with the areas of individualization and in some cases have freedom to implement job crafting. They like the work they do, which translates into well-maintained work-life balance. However, a big challenge for mature organizations is the constantly changing economic environment, the long-term nature of work-life balance programmes and their deferred effects. The results of the research can be an important starting point for extended studies.

The study aims to examine the mediating role of job crafting between inclusive leadership and innovative work behavior. The data were collected from 314 workers employed in China's small and medium-sized industries. The data collection was done through survey design. The data analysis was done through structural equation modeling using Spss 26 and Mplus 8. Inclusive leadership was found to be related to job crafting and innovative work behavior of the employees. Job crafting was found to be mediating between inclusive leadership and innovative work behavior. The study delineated the link mechanism between inclusive leadership and innovative work behavior. Studying inclusive leadership in the context of Chinese culture is a powerful complement to inclusive leadership theory. This paper provides the managers of SMEs with significant managerial insights into how inclusive leadership can effectively motivate employees’ innovative work behaviors.

The interactions between work and personal life are important for ensuring well-being especially during COVID-19 where the lines between work and home are blurred. Work-life interference/imbalance can result in work-related burnout, which has been shown to have negative effects on faculty members’ physical and psychological health. Although our understanding of burnout has advanced considerably in recent years, little is known about the effects of burnout on nursing faculty turnover intentions and career satisfaction. Thus, this study aimed to test a hypothesized model examining the effects of work-life inference on nursing faculty burnout (emotional exhaustion and cynicism), turnover intentions and ultimately, career satisfaction. A predictive cross-sectional design was used. An online national survey of nursing faculty members was administered throughout Canada in Summer 2021. Nursing faculty who held full-time or part-time positions in Canadian academic settings were invited via email to participate in the study. Data was collected from an anonymous survey housed on Qualtrics. Descriptive statistics and reliability estimates were computed. The hypothesized model was tested using structural equation modeling. Data suggest that work-life interference significantly increase burnout which contribute to both higher turnover intentions and lower career satisfaction. Turnover intentions in turn was negatively associated with career satisfaction. The findings add to the growing body of literature linking burnout to turnover and dissatisfaction, highlighting key antecedents and/or drivers of burnout among nurse academics. These results provide suggestions for suitable areas for the development of interventions and policies within the organizational structure to reduce the risk of burnout during and post-COVID-19 and improve faculty retention.

Healthcare workers' stress, burnout, and job dissatisfaction were exacerbated by the Covid-19 pandemic, whose mid-term negative effects are still present. The aim of this study was to investigate in healthcare workers the effect of the dimensions of burnout (Psychophysical exhaustion, Relational deterioration, and Professional inefficacy) on Career satisfaction. These relationships were evaluated by considering the direct and mediated effects of Disillusion. For these purposes, the Link Burnout Questionnaire (LBQ) and the Career Satisfaction Scale (Occupational Stress Indicator - OSI) were administered to 295 healthcare professionals working at three Italian public hospitals in Cagliari, Italy. The analyses were conducted using the Partial Least Square Structural Equation Model (PLS-SEM) method. Findings highlight that healthcare workers were in a condition of work distress, high risk of burnout, and career dissatisfaction. Also recognized was the direct negative effect of burnout dimensions on career satisfaction. Finally, the mediated negative effect of Disillusion in the relationship between burnout and career satisfaction was identified. This study emphasizes the relevance of the dimension of Disillusion, and its “bright side” Fulfilment, in healthcare workers, specifically referring to the disregarded relationship between burnout and career satisfaction.

Globally, workplace stress and anxiety are at an all-time high, with 42% of employees experiencing daily work-related stress and anxiety. Drawing from workplace anxiety (WA) theory (Cheng & McCarthy, 2018), we advance a model that considers four job demands – role ambiguity, work overload, job insecurity, and work-home conflict – as sources of daily WA, and in turn the downstream effects of WA on psychological capital (PsyCap). Our model posits gender as a moderator of the association between job demands and WA, and digital technology characteristics as moderators of the association between WA and PsyCap. We tested our predictions on a sample of 162 South African employees. Consistent with our predictions, we found positive effects of job demands on WA, with the relationship being stronger for females. Contrary to expectations, we found positive effects of WA on PsyCap, suggesting an adaptive function of WA. Perceived ease of use of digital technology moderated the association between WA and PsyCap, such that the association was strong at higher levels of perceived ease of use. This research advances our understanding of the sources of WA, the adaptive function of WA, and predictors of PsyCap. Broadly, our study adds to understanding emotions’ impact on workplace behavior.

This study investigated gender differences in exposure to hazardous factors, health problems, and work environment satisfaction and identified the effects of such differences on farmworkers in Korea. Through the 6th Korean Working Conditions Survey (KWCS) conducted by the Occupational Safety and Health Research Institute (OSHRI), the raw data on 2,347 farm-workers were analyzed to present descriptive statistics for demographic characteristics, exposure to hazardous factors, health problems, and work environment satisfaction. We compared be-tween genders using chi-squared tests and investigated the effects of gender-specific working conditions on work-related health problems and work environment satisfaction using multi-variate logistic analysis. The results were presented as an odds ratio (OR) with 95% confidence interval. Job position predicted work-related health problems in male farmworkers and work environment satisfaction in female farmworkers. Furthermore, female farmworkers perceived themselves to have more health problems than male farmworkers. Nevertheless, female farm-workers received less health and safety information and had lower work environment satisfac-tion compared to male farmworkers. The findings may improve the occupational welfare of farmworkers through continuous enhancement of the agricultural labor environment. Keywords: work-related; working condition; farmworker; agriculture; musculoskeletal; KWCS

In recent research, a growing body of empirical evidence, suggests that prosocial impact at work can play a significant role in enhancing creativity and innovativeness. Drawing from Self Determination Theory, we hypothesized that basic psychological needs and benevolence satisfaction could serve as a mediating factor in the relation between employees perceived social impact and innovative work behavior and creativity, thus illuminating the manner in which contentment of psychological needs fosters inventive proclivities within the organizational milieu. Results from a study in Greece and Canada (N=528) showed that both perceived social impact and prosocial motivation are positively associated with innovative work behavior and creativity while autonomy and competence satisfaction mediate the relation between perceived social impact and the work outcomes examined within this study. Moreover, prosocial motivation was found to moderate the relation between benevolence satisfaction and innovativeness. Findings extend prior research on the role of prosociality on creative behavior at work and provide supporting evidence for the organizations that encourage and support employees’ initiatives to make a positive difference in the lives of others.

Background. We aimed to assess the validity of the Mat-O-Covid Job Exposure Matrix (JEM) on SARS-CoV2 using compensation data from the French National Health Insurance compensation system for occupational-related COVID-19. Methods. Deidentified compensation data for occupational COVID-19 in France were obtained between August 2020 and August 2021. The acceptance was considered as the reference. Mat-O-Covid is an expert based French JEM on workplace exposure to SARS-CoV2. Bivariate and multivariate models were used to study the association between the exposure assessed by Mat-O-Covid and the reference, as well as the Area Under Curves (AUC), sensitivity, specificity, predictive values, and likelihood ratios. Results. In the 1140 cases included, there was a close association between the Mat-O-Covid index and the reference (p<0.0001). The overall predictivity was good, with an AUC of 0.78 and an optimal threshold at 13 per thousand. Using Youden’s J statistic resulted in 0.67 sensitivity and 0.87 specificity. Both positive and negative likelihood ratios were significant: respectively 4.9 [2.4-6.4] and 0.4 [0.3-0.4]. Discussion. It was possible to assess Mat-O-Covid’s validity using data from the national compensation system for occupational COVID-19. Though further studies are needed, Mat-O-Covid exposure assessment appears to be accurate enough to be used in research.

Combining the Job Demands-Resourses model and the Work Adjustment theory, this research aims to create a theoretical model that considers Leader-Member Exchange (LMX) and Work Adjustment as protective factors, capable of reducing job exhaustion and turnover intention. A convenience sample of 257 Italian employees filled an online self-report questionnaire. A sequential mediation model was tested, which showed that the relationship between LMX and turnover intention is mediated by Work Adjustment and Job Exhaustion. The results show that the higher the LMX, the higher the work adjustment of the workers and the less they will perceive job exhaustion and, consequently, intent to leave the organisation. With a view to primary prevention, the aim was to investigate possible protective factors at work and the risk factors to look out for in order to move in the direction of preventing a malaise phenomenon before it develops with the aim of promoting wellbeing in organisations.

Work context is essential to understand in relation to handle the stress at work that ultimately creates a feeling of satisfaction or dissatisfaction among health professionals. The current study was conducted to investigate the relationship of work context and work stress among sonographers (n=153) in Riyadh, Saudi Arabia. Additionally, the study provided a gender-based comparison of both variables among sonographers. Work context was measured by administering subscale of work context derived from Work Design Questionnaire. Whereas, work stress was measured by Job Stress Scale. In addition, relationship of lifestyle was explored with work context and work stress. Data was collected through survey research forms. Results revealed the significant relationship of work context and work stress (r=.251, p=.002). Among lifestyle variables, perceived good health (r= .214, p=.008) and sleep (r=.242. p=.003) were found positively related with satisfaction toward work. Whereas, the strong positive correlation was found between work context and frequency of physical activity (r=.255, p=.005). No significant difference was found among male and female sonographers. The findings of this study contributed to evaluating the working condition of sonographers in relation to work stress. Effective strategies for better working settings as well as strategies for achieving satisfaction in work will be discussed to enhance the performance of sonographers.

This article examines older physical education (PE) teachers’ wellbeing over the course of their career in Finland. The study highlights challenges to physical and mental functioning as well as how teachers respond to these challenges. The six interviewees were over 55-year-old PE teachers, whose career had lasted for more than 30 years. Qualitative methods were used in the collection, transcription and analysis of the research data. The qualitative analysis consisted of a series of interpretations that visualised the world described by the interviewees. All the research participants had physical problems that affected their teaching and make teachers consider a potential career change. To be able to teach, teachers adapted their ways of working according to the challenges brought by age and injuries. The research participants found that the challenges caused by musculoskeletal problems and ageing were an inevitable part of the profession. They emphasised the positive sides of the work: the profession permits varied workdays. In addition, the teachers noted that their work provides them with opportunities to remain physically fit. Teaching health education is a means to lighten the workload of older teachers. PE teachers enjoy their profession and are dedicated to it, despite all the challenges. The interviewed participants clearly experienced work engagement. Our development proposal for teacher education is that future PE teachers be informed about the risks involved in the profession. Such activity helps young teachers reflect proactively on the measures taken to maintain their functioning during their career and on perspectives related to the ways of working.

Occupational accidents, despite continuous safety updates, are still a scourge in the occupational and forensic spheres, constituting, among other things, the subject of a large share of litigation. Demographic data can help to understand the areas where the application of health surveillance is lacking. This meta-analysis sets out to analyze data from studies on accidents at work, focusing on the correlation between the areas in which accidents occur and whether or not personal safety equipment is used, about the different regulations in force. For the selection of the data, a systematic review was carried out according to the PRISMA guidelines, with the primary objective of identifying the trend of occupational accidents in specific geographical areas, which differ in terms of the attention paid to preventive aspects. The data we highlighted showed, regarding the type of accident, substantial differences between low-income countries and industrialized countries (stratified according to the Human Development Index) and, an overall indifference as to whether or not individual safety devices were used, revealing that, despite the continuous normative evolution in the field of safety at work, even today, the investigative data on the actual application of the regulations, during accidents at work, is underestimated and little researched.

Age diversity in the workplace is a growing challenge. This study aimed to assess work ability among Family and Community Nurses (FCNs) in a large Local Health Authority (LHA) in Tuscany, Italy. The Work Ability Index (WAI) was administered to 178 FCNs, along with demographic and occupational data. Results showed a significant negative correlation between chronological age and WAI, indicating decreasing work ability with age. Moreover, work setting, educational attainment, and health conditions influenced work ability. Nurses working in home settings and those with higher educational levels reported better work ability. A high prevalence of health conditions, particularly musculoskeletal disorders, was observed. These findings highlight the need for targeted interventions to support FCNs' work ability and address age-related challenges. This study provides a foundation for developing strategies to optimize the nursing workforce and ensure high-quality care delivery.

Nowadays, service sector workers face an increasingly demanding environment in terms of intrapreneurial behaviour due to the key role it plays in the survival of firms and the elimination of threats in the organisational environment. This paper investigates the antecedents of intrapreneurial behaviour in the service sector in southern Spain, analysing the interrelationships between authentic leadership, practised creativity, autonomy and meaningful work. This study employs a quantitative approach through the distribution of a questionnaire. A total of 333 employees in this sector responded to the research questionnaire. The results show that both meaningful work and creativity are direct antecedents of intrapreneurial behaviour. In contrast to these variables, authentic leadership was found to have significant negative effects on intrapreneurial behaviour, although it is essential for promoting employee creativity and autonomy and for fostering the perception of meaningful work. Finally, no significant relationship was found between autonomy and intrapreneurial behaviour. This research provides empirical results that can help broaden the understanding of intrapreneurial behaviour by highlighting the importance of balanced authentic leadership and offering guidance to organisations in designing a work climate that enhances organisational effectiveness.

Self-employed individuals comprise around 15% of Canada’s workforce. For those with cancer, frequent functional loss and diminished work ability due to side effects of the disease and its treatment significantly impact their well-being and business vitality. Compared to salaried can-cer survivors, the self-employed experience greater reductions in work hours and up to 48% greater income loss, yet most research addresses the former population. To describe self-employed Canadian cancer survivors’ experiences continuing and returning to work, our quali-tative study examines their strategic efforts to continue working throughout the disease trajecto-ry or return to work post-recovery. Employing an interpretive description approach and an in-terview guide based on a vocational rehabilitation model for cancer survivors, we analyze data from 23 participants—both French- and English-speaking—from six Canadian provinces, with eight different job types and nine different cancer diagnoses. Our constant comparative analysis of the transcribed interviews reveals four major themes and twelve sub-themes: Impact of can-cer on the self-employed function (physical, cognitive, and psychological), on their ability to maintain their business, and financial well-being, and facilitating factors for working with can-cer. Cancer disclosure and non-disclosure were both deemed viable strategies, but ceasing work was not. We thus recommend professional support for self-employed cancer survivors in plan-ning any necessary business modifications to accommodate their condition and cancer treatment to lessen the negative impact of cancer on self and on their business well-being.

The pandemic is fast moving, accelerating rapid changes that lead to new challenges and making organizations suffer an impact. A big mark has been left on the workplaces - places where we do business, because an ongoing change to remote work challenges the role of the office. It is highly possible that as the change is progressing, it is not only the workplace that will change its design, but also the way in which work will be planned, organized, done and controlled. However, as the restrictions ease up questions appear: What is the potential of office sustainability? How has the perception of flexible office space changed due to the COVID-19 pandemic? This paper used an online survey as a quantitative research method. In this paper, we looked at the employer’s vision of the office. We investigated employers’ perspectives of where and in what settings the work will be done in the post-pandemic time. Specifically, we discussed the changes employers will apply in terms of work environment and office layout. The findings suggest that an increasing mobile workforce and expansion of the new workstyle will not mean an office exodus, but will certainly have an impact on office utilization.

The practice of telework, remote work, and working from home has grown significantly across the pandemic era (2020+). These practices offer new ways of working but come with a lack of clarity as to the role it plays in supporting the wellbeing of staff. (1) Background: the purpose of this study is to examine the current literature on wellbeing outcomes and effects of telework; (2) Methods: this study adopts a systematic literature review from 2000-2022 using the PRISMA approach and thematic analysis guided by the United Nations Sustainable Development Goals (Wellbeing, Decent Work, Gender Equality, and Inclusive Production); (3) Results: it was evident that there is a lack of clarity on the actual effects of telework on employee wellbeing, but it appeared that it had a generally positive effect on short-term wellbeing of staff, and created more flexible and proactive work design opportunities; (4) Conclusions: there is a need for more targeted research into work designs that support wellbeing and productivity of staff, and consider the environmental sustainability changes from reduced office and onsite work and increased working from home.

Nowadays, the development of civilization requires a vision of balancing the interests of employees and employers in the sphere of work as never before. Work-life balance is directly linked to social sustainability. The aim of this article is to analyse various dimensions of mutual enrichment of the professional and private life of an individual and to describe how positive experiences in professional and non-professional life influence the improvement of satisfaction, health and achievements, thus enabling the sustainable development of the individual. The conducted research was of a qualitative nature. Thematic exploration was used to analyse the findings of 34 in-depth interviews with experienced HR managers and employees at various levels of enterprises in Poland. The research shows that the work and personal life of the respondents interact, complement, and enrich in different ways, depending on the stage of the employee’s life. Habits developed by practicing a specific sport discipline or other type of hobby are helpful in the effective implementation of professional tasks. Also, non-professional interests, including communing with culture and art have a positive impact on professional activities. On the other hand, the respondents emphasized that thanks to their professional activities, specific to the type of work they perform, they are sometimes more extroverted, meticulous, organized and consistent when performing activities outside of work and in other aspects of private life.

This study examines the differential impact of proactive and reactive job crafting behaviors on job well-being, drawing from the perspective of boundary theory. The increasing popularity of work connectivity behavior after-hours (WCBA) after work has attracted widespread attention from scholars on the relationship between WCBA and employee well-being. One view suggests that the impact of WCBA is negative, while another view suggests it is positive. Obviously, the impact of (WCBA) on well-being at work is still contradictory. To clarify the complexity of the impact of WCBA on well-being at work, based on boundary theory, we divided WCBA into proactive WCBA (PC) and reactive WCBA (RC), and examined the double-edged sword effect of WCBA on well-being at work, as well as the mediating mechanisms of job control and work-to-home conflict, and the moderated effects of boundary segmentation preferences. This study uses empirical sampling method to collect data from 125 employees for a period of five days for quantitative research. The results show that, first, PC has an inverted U-shaped effect on job control, and job control is negatively related to well-being at work. Thus the mediating effect of job control is significant. Second, RC has a negative impact on job control, and there is also a negative relationship between job control and well-being at work. Therefore, the mediating effect of job control is significant. Third, PC and RC are positively correlated with work-to-home conflict, and work-to-home conflict has a significant positive impact on well-being at work. Therefore, the mediating effect of work-family conflict is significant. Fourth, the study also found that integration preference moderates the relationship between work-to-home conflict and PC on well-being at work, that is, the mediating effect of work-to-home conflict is stronger for employees with low integration preference. This study enriches our understanding of WCBA, PC and RC from the perspective of proactive and passive employee behaviors. The study also provides a new interpretation of the impact of WCBA on well-being at work and offers valuable insights for the sustainable development in digital social transformation and the application of boundary theory and the theory of empowerment-subjugation in achieving the United Nations Sustainable Development Goals. In addition, the study deepens our understanding of the heterogeneous regulatory role played by work-family integration preferences in influencing well-being at work under different types of WCBA.

Affected by the COVID-19 and the international development pattern, the international environment has undergone profound changes, and enterprises, as the main body of activities rushing in the front line of production and operation and the main battlefield of market competition, are facing various risk challenges in the domestic and international markets. For theoretical research, the impact of organizational change on employee innovation performance has become a key issue in organizational behavior and human resource management research. However, the influence mechanism of organizational change on employee innovation performance is still unclear. In this study, we examine whether, how, and when organizational change increases employee innovation performance in accordance with job demands-resource theory, as well as the effect of work pressure and work engagement on employee innovation performance. Data from 289 employees at three time points are examined. The results show that: (1) Organizational change negatively affects employee innovation performance through work pressure, i.e., work pressure mediates the impact of organizational change on employee innovation performance. (2) Organizational change positively affects employee innovation performance through work engagement, i.e., work engagement mediates the impact of organizational change on employee innovation performance. (3) Organizational identity plays a moderating role between organizational change and work pressure and work engagement, respectively, and there is a moderating effect in the process of mediation of work pressure and work engagement. The findings of this study provide important insights into how and when organizational change influences employee innovation performance.

Objective: This paper aims to test and evaluate the Effect of Discipline And Work Environment on Employee Productivity of state-owned public bodies.Design/methodology/approach: This paper uses a quantitative approach using a survey approach. The survey is a study conducted on the employee population of state-owned public agency companies, samples taken from the employee population of state-owned public agency companies to find events related to discipline variables and work environments that can affect employee productivity variables, to analise the influence between discipline variables and the work environment on employee productivity variables using a statistic regression approach. This method is used to explain the influence of discipline variables and work environment on employee productivity variables. This approach is simply to provide a description and test the influence between discipline variables and the work environment on employee productivity variables that can be known how much the influence of discipline variables and work environment on employee productivity variables.Findings: The findings of this study explain that discipline has an influence on the productivity of employees of publicly owned companies, the work environment has an influence on the productivity of employees of publicly owned companies, while together discipline and work environment have an influence on the productivity of employees of publicly owned companies.Practical Implications: The results of the study are recommended for employees to improve the effectiveness and efficiency of the performance of state-owned public bodies.Originality: Previous research conducted to test the influence of discipline and work environment on the productivity of employees of manufacturing companies listed on the Indonesia Stock Exchange, the findings concluded that discipline and work environment have an influence on the work productivity of employees of manufacturing companies listed on the Indonesia Stock Exchange. This research object of research on publicly owned companies owned by the state.

Work-related thoughts in off-job time have been studied extensively in occupational health psychology and related fields. We provide a focused review of research on overcommitment – a component within the effort-reward imbalance model – and aim to connect this line of research to the most commonly studied aspects of work-related rumination. Drawing on this integrative review, we analyze survey data on ten facets of work-related rumination, namely (1) overcommitment, (2) psychological detachment, (3) affective rumination, (4) problem-solving pondering, (5) positive work reflection, (6) negative work reflection, (7) distraction, (8) cognitive irritation, (9) emotional irritation, and (10) inability to recover. First, we leverage exploratory factor analysis to self-report survey data from 357 employees to calibrate overcommitment items and to position overcommitment within the nomological net of work-related rumination constructs. Second, we leverage confirmatory factor analysis to self-report survey data from 388 employees to provide a more specific test of uniqueness vs. overlap among these constructs. Third, we apply relative weight analysis to quantify the unique criterion-related validity of each work-related rumination facet regarding (1) physical fatigue, (2) cognitive fatigue, (3) emotional fatigue, (4) burnout, (5) psychosomatic complaints, and (6) satisfaction with life. Our results suggest that several measures of work-related rumination (e.g., overcommitment and cognitive irritation) can be used interchangeably. Emotional irritation and affective rumination emerge as the strongest unique predictors of fatigue, burnout, psychosomatic complaints, and satisfaction with life. Our study assists researchers in making informed decisions on selecting scales for their research and paves the way for integrating research on effort-reward imbalance and work-related rumination.

Background: The presence of a leadership role in the nursing manager appears to be closely related to a positive and productive work environment within health settings. In some contexts, such as Mexico, the profile of the nursing manager has not been formally defined, and, sometimes those who occupy these positions do not always have sufficient training, and therefore this vocation, which is related to the social image of the nursing profession. This study aims to understand the influence of the vocation for leadership that the nursing manager has and how it can influence the work environment, through the analysis of experiences lived by health professionals with a management profile of different health environments; Methods: Qualitative study of an approximation to grounded theory using Corbin & Strauss as reference, using semi-structured individual interviews as a technique, and with the participation of 10 Mexican nursing managers from second-level care hospitals; Results: The meaning of the vocation for the interviewed managers is based in the first instance on the love of the profession and the vocation to be a nurse, then on the development of leadership for decision-making in practice and is fed back with the positive effects that it generates in the work environment, helping them to better organize human resources and professional activities, and strengthening themselves with specific training on the subject and the experience acquired. ; Conclusions: An understanding model is provided about the phenomenon where two central categories were identified, the first central category is the "Management vocation and natural nursing leadership" which is the basis; The second central category is the "Explanation and influence of the managerial vocation, natural leadership and work environment in nursing". Two connection categories were also created; the connection category one "Motives, meaning, and practical vocation of managerial nursing" and the connection category two "Description of the managerial vocation, natural leadership, and work environment", said connection categories emanate from the central category one, to connect with the central category two, which contains the interaction of the managerial vocation, natural leadership, and work environment in nursing.

(1) Background: Little research has been done on professionals' perceptions of institutions and governments during epidemics. We aim to create a profile of physicians who feel they can raise public health issues with relevant institutions during a pandemic. (2) Methods: A total of 1285 Romanian physicians completed an online survey as part of a larger study. We used binary logistic regression to profile physicians who felt able to raise public health issues with relevant institutions; (3) Results: Five predictors could differentiate between respondents who tended to agree with the trust statement and those who tended to disagree: feeling safe at work during the pandemic, considering the financial incentive worth the risk, receiving training on the use of protective equipment, having the same values as colleagues, and enjoying work as much as before the pandemic; (4) Conclusions: Physicians who trust the system to raise public health issues with the appropriate institutions feel they share the same values as their colleagues, say they were trained in the use of protective equipment used during the pandemic, felt they were safe at work during the pandemic, enjoyed their work as much as before the pandemic, and felt the financial bonus justified the risk.

This study seeks to understand, from a gender perspective, the experiences of mining couples in Antofagasta, Chile, especially the negotiation between their intimate lives and the absences of their partners due to the shift work modality. We analyzed testimonies from men and women living in Antofagasta, considered one of the three largest mining regions in the world. Among the main findings, power relations based on the hegemonic gender model supported by the sexual division of labor are identified, which persist in this mining area, despite progress in equity issues in Chile. We propose that, although there are differences between the discourses of men and women and their subjective positioning, both actively collaborate with the reproduction of social gender relations marked by male domination. We observe that this way of living as a couple is associated with the organization of mining work, which is central to the reproduction of the gender order with a hetero-patriarchal tone.

Resilience embodies the personal qualities that enable one to thrive in the face of adversity. A previous Italian study showed that injured workers had a lower level of resilience than non-injured workers. The aim of this paper is to examine the relationship between occupational injuries and psychological resilience. The subjects were 197 drivers from two Finnish waste transport companies. As a part of larger questionnaire, they fulfilled the Connor-Davidson Resilience Scale, which consisted of 25 items. Drivers reported their occupational injuries during the last three years. The drivers involved in occupational injuries had higher score (average 69.3) on Connor-Davidson Resilience Scale than drivers avoided injuries (67.7). According to Student’s t-test the difference between groups was highly significant (t = 40.44, df = 196, p<0.001). The result of this study was contradictory to earlier Italian study. One explanation may be that the Italian study was done with traumatic context with seriously injured patients. Waste transport drivers were rather young and fit males, who had suffered only minor injuries.

Telecommuting is a flexible form of work that has progressively spread over the last 40 years and which has been strongly encouraged by the measures to limit the Covid19 pandemic. There is still limited evi-dence on the effects it has on workers' health. In this survey we invited 905 workers of companies that made a limited use of telework to fill out a questionnaire to evaluate: Intrusive leadership of managers (IL), the request for work outside traditional hours (OFF-TAJD), workaholism (BWAS), effort / reward imbalance (ERI), happiness and common mental issues (CMIs), anxiety and depression, assessed by the Goldberg scale (GADS). The interaction between these variables has been studied by structural equation modeling (SEM). Intrusive leadership and working after hours were significantly associated with occu-pational stress. Workaholism is a relevant moderator of this interaction: intrusive leadership significantly increased the stress of workaholic workers. Intrusive leadership and overtime work were associated with reduced happiness, anxiety and depression. These results indicate the need to guarantee the right to disconnect, to limit the effect of the OFF-TAJD. In addition to this, companies should implement policies to prevent intrusive leadership and workaholism.

Long-haul truck drivers are responsible for transporting goods valued at millions of dollars of the world economy and may have their health affected by living and working conditions. This study analyzed and synthesized the scientific findings about risk factors for the development of chronic non-communicable diseases in long-haul truck drivers. An integrative literature review was conducted. We identified 23 studies that met the inclusion criteria and evaluated the health of 7,363 drivers. The biological risks identified were age, gender, race/ethnicity, genetics, comorbidities, and were considered non-modifiable for chronic diseases. The behavioral risks, considered modifiable, were sedentary lifestyle, smoking, alcohol consumption, overweight, diet, stress, anxiety, unfavorable socioeconomic conditions. Environmental risks involved working conditions such as the number of working hours per day, week and month; time away from home, risk of musculoskeletal injury, and opportunities for rest, hours of sleep and access to health services. The results were presented in two categories: 1) biological, behavioral and environmental risks, and 2) general recommendations to promote physical, cognitive and emotional health. Macro-structural changes are needed to reorganize work and rest, improve access to health services to control risk factors, and to support behavioral and environmental changes to reduce chronic non-communicable diseases and deaths.

The workplace is an ideal setting for health promotion. The regular medical examination of workers enables us to screen for numerous diseases, spread good practices and correct lifestyles, and obtain a favourable risk/benefit ratio. The continuous monitoring of the level of workers' wellbeing using a holistic approach that goes beyond the simple prevention of occupational risks enables us to promptly identify problems in work organization and the company climate. Problems of this kind can be adequately managed by using a participatory approach. In this study participatory ergonomics groups were used to improve occupational life in a small company. After intervention we observed a reduction in levels of perceived occupational stress measured with the effort / reward imbalance model, and an improvement in psychological wellbeing assessed by means of the Goldberg anxiety / depression scale. Although the limited size of the sample calls for a cautious evaluation of this study, the GEP© strategy proved to be a useful tool due to its cost-effectiveness.

Successful work performance is an important part of everyday functioning. Different factors could contribute to efficiency at the workplace. Two studies aim to establish how different forms of knowledge transfer at the workplace are related to self-rated work performance and whether better work performance is related to mindfulness as an aspect of cognitive functioning. The participants were 742 working Bulgarians in Study 1 and 259 workers in Study 2. Ten scales were used in Study 1, measuring different forms of knowledge transfer and self-rated work performance, and two scales were used in Study 2, measuring self-assessed work performance and mindfulness. The results revealed that higher self-assessment of work performance correlated positively but weakly with the sharing of tacit knowledge at the workplace, sharing knowledge with colleagues in dyads, work climate encouraging mastership, sharing knowledge in teams, knowledge transfer by means of cooperation between different generations, institutionalized transfer of knowledge, knowledge receiving, and estimated effectiveness of participation in supervision as a supervisee. Some forms of knowledge transfer (sharing of tacit knowledge and sharing knowledge with colleagues in dyads) seemed more closely related to self-assessed work performance than others. Self-assessment of work performance did not correlate statistically significantly with performance motivational climate at work. The different forms of knowledge transfer correlated with each other. Better work performance is related to better cognitive functioning, as the second study of 259 workers additionally revealed that higher self-assessment of work performance correlated with better self-awareness measured by the Mindful Attention Awareness Scale, i.e., more attention focused on own thoughts, emotions, and needs, i.e., on what is happening right now. Interconnectedness between the different forms of knowledge transfer indicates that stimulating one kind of knowledge transfer could also stimulate many other forms of knowledge transfer, but this may happen only when organizations support a mastery-motivated climate at work. Established connections between the different forms of knowledge transfer and self-rated work performance, as well as between self-assessed work performance and mindfulness, suggest that good cognitive functioning accompanied good functioning, and both may be facilitated by knowledge transfer at the workplace.

Creativity in virtual work environments and its influence on emotional exhaustion is a relationship with inconclusive results. Furthermore, autonomy, when it loses its original purpose of acting as a job resource, takes on an ambiguous role that needs further research. Objective: To analyze the relationship between creativity and emotional exhaustion, along with the role assumed by work autonomy in this link, in an online work context. Methodology: The sample is formed by 448 employees with university studies. The statistical analysis is done through a simple moderation process. Results: Creativity and work autonomy mitigate emotional exhaustion. Control over work surely reduces the impact of work related stressors, and this safety climate promotes adaptive and original responses that improve employees' emotional health. However, when creative demands coincide with an autonomy that extends working hours, instead of establishing limits, this supposed benefit becomes a demand that prevents employees from disconnecting until emotionally exhausting them. Conclusion: A virtual work environment is an ideal habitat for creativity and self-management to improve employees' emotional health, as long as work autonomy acts as a resource.

Remote work as a new working pattern is considered of high importance in determining the competitiveness of the institutions that adopt this form of work. This trend toward remote working has benefited workers greatly in terms of flexibility and work-life balance and has had unanticipatedly positive effects on sustainability. The issue has grown in importance considering recent development of digitalization and high concern of countries to achieve the sustainable goals. This study attempts to examine the effect of three explanatory variables: remote work, institutional efficiency, and work management on the competitiveness of finance institutions in Saudi Arabia. To collect the primary data, a survey was conducted on a stratified random sample that comprised 1270 respondents. The sample covers the three finance sector segments: banks, insurance, and finance companies. Correlation analyses, one-sample t-tests, and multi-regression analyses are applied to analyze the data. The results of the study showed that there is a positive significant relationship between the three explanatory variables of the study and institutional competitiveness. Besides, the regression model revealed that the two explanatory variables; remote work and institution efficiency are statistically significant at 95% confidence intervals, while work management is not statistically significant. The study recommends promoting remote work to increase the finance institution's competitiveness by restructuring the work policies, designing work strategies, and introducing a new management system compatible with remote work.

The study of innovation in the public sector has attracted increasing interest in the last decade. Contributions of the literature concerning its possible innovation drivers and inhibitors have primarily had a theoretical or documentary perspective; empirical studies are scarce, as are work-team studies in organizations of this sector. The present study therefore focuses on identifying and understanding those variables or factors that induce or inhibit innovative activity in work teams in public organizations in a developing country. The research focus is qualitative, and 16 directors of 13 public Costa Rican institutions were interviewed for the study. A set of coding methods allowed to identify 19 thematic categories of variables linked to the capacity to generate innovations in these work teams.

The Individual Work Performance Questionnaire (IWPQ) can be defined as the individual be-haviour capable of generating value and competitive advantage for the organization. It is a mul-ti-dimensional construct, consisting of task performance, contextual performance and counter-productive work behavior. Albeit important, a comprehensive measure of individual job per-formance is still lacking in the Italian context. This paper describes the validation of an Italian adaptation of the IWPQ. A back translation procedure was used. To investigate the psychometric properties of the 18-item Italian IWPQ, 1053 participants (502 men, 47.7%; 551 women, 52.3%) were enrolled; the age of participants ranged between 19 and 69 (Mage=34.6, SD= 11.8), and for the oc-cupation, the sample is classified in blue collar 32.5%, pink collar 33% and white collar 34.5%. Exploratory and confirmatory factor analyses and multigroup confirmatory factor analyses were performed to test the structural factor of the IWPQ. The results supported the goodness of the IWPQ in the Italian context and the scales were found consistent with the original structure. One item was omitted due to a low factor loading, resulting in a final 17-item structure. Multigroup confirmatory factor analysis showed that the factor solution was invariant across both gender and occupational category and found evidence of metric invariance, uniqueness and scalar invariance, and structural invariance. Convergent and discriminant validity were also tested and showed.

The average working person can spend between 35-60 hours a week in the workplace, making it an influential place for mental well-being while also being a place for socio-economic contribution. Workplace incivility can diminish positive mental health outcomes and negatively impact work engagement through increased social anxiety. To investigate this, 118 working adults aged between 19 to 67 years old in Singapore were recruited for a survey comprising of demographics questions, the Workplace Incivility Scale, Brief DSM-5 Social Anxiety Disorder Severity Scale, Utrecht Work Engagement Scale-9 over the period of November 2022 to April 2023. Correlational, regression and mediation analysis showed workplace incivility scale scores to significantly pre-dict social anxiety after controlling for covariates, supporting our hypothesis that employees exposed to work-place incivility would have higher levels of social anxiety that mediated work engagement after controlling for age and gender. The findings here show workplace incivility to be a possible intervention target for social anx-iety to reduce negative impacts on work engagement in order to improve employee experience and retention for organizations.

Aspects are presented on the interpretation of certainties by assessing risks with maximum level in order to establish reasonable limits of acceptance, tolerance or assumption of risks, supplementing environmental risk factors with external, social, financial elements and introducing a category in the work system analysis.Comparative aspects between INCDPM and MEvAR methods are presented as proposals in the associated tables.The conclusions highlight the current aspects implemented in the method and their usefulness.

Intersectional experiences, socio-cultural meanings, ethnic traditions and morals compound stigma-related stress (Jackson et al., 2020; Schmitz 2019). Sex workers are subject to various stigmatizing forces which can lead to secrecy, isolation and lack of social and cultural support (Koken 2012). Stigmatizing forces include structural humanitarian governance and aid interventions that conflate migration and sex work with insidious constraints and coercion. This study explored how migrant female sex workers from distinctive ethnic cultures manage their identity on a day to day basis in relation to the separation of work and home life. Methods: The perspectives of female sex workers were collected via a series of in-depth semi-structured interviews. The inclusion criteria were that the women had worked in sex work for over 18months, defined their involvement in sex work as voluntary, and were over 18yrs of age. The perspectives of seven women from South Asian (Pakistani), Brazilian, and British backgrounds were analyzed using Grounded Theory (Glaser and Strauss, 1967). Ethnicity was considered to explore how the women experienced stigma, how it impacted on the management of their identity, and how the process of change occurred. Results: The women used a variety of methods to maintain work and home life boundaries, processes they used switch into a role and all experienced stigma and tried to deal with it in ways such as concealment from friends and family. Two core categories and properties emerged from the data as participants felt guilt and/or shame but only the South Asian participants spoke of this with reference to their culture and religion. Conclusion: It was not migration per se but rather the relationship of migration to culture that was key to identity management. Participants reflected that as their country was considered collectivist country with interdependent thought, that any negativity felt could not only be reflected on the individual, but also the entire family. For these reasons Pakistani sex workers were subject to more complex stigmatizing forces, shame and guilt as regards risk and exposure. Discussion focusses on the processes and management strategies used to extend social and cultural support.

One of the trends in current research in psychology explores how personal variables can determine a person’s communication style. Our objective was to find out the moderating effect of Mood in the relationship between the five big personality traits and an aggressive verbal communication style risk factor from work activity in a sample of nursing professionals. This study is a quantitative descriptive design. The final sample was 596 nurses with a range of 22 to 56 years. An ad hoc questionnaire was used to collect sociodemographic data, the 10-item Big Five Inventory, the Communication Styles Inventory, and the Brief Emotional Intelligence Inventory for Senior Citizens. This study showed that for nursing professionals, the “Agreeableness”, “Conscientiousness” and “Neuroticism” traits have a close relationship with aggressive verbal communication. Even though Mood moderates this relationship, it is only significant for those individuals with high scores in “Neuroticism”. Because personality dimensions are considered relatively stable over time and consistent from one situation to another, organizations should hold workshops and other types of practical activities to train workers in communication skills and Emotional Intelligence in order to promote employee health and that of their patients and avoid risk factor from work activity in nursing.

Manual handling is a major risk factor for work-related musculoskeletal disorders and one of the leading causes of disability-adjusted life years globally, necessitating multifaceted risk reduction measures. One potential intervention for manual handling tasks is work technique training assisted by augmented feedback on biomechanical exposures. However, there is a research gap regarding its effectiveness specifically for manual handling tasks in both real work environments and controlled settings, as well as its ability to induce retained reductions in biomechanical exposure. The gap was investigated using a rapid review comprising a literature search using two databases and 11 reviews/overviews to identify studies from the past 20 years, up to studies published by June 1, 2024. Sixteen studies were identified, with 14 of them being of high or moderate methodological quality and were included. Three studies were conducted in real work environments and eleven in controlled settings. Most studies (n = 9) used auditory feedback, followed by vibration feedback (n = 6). In real work environments, the evidence for the effectiveness of sensor-based augmented feedback in reducing biomechanical exposure during administration was considered to be inconsistent and very limited directly after administration. For longer periods after administration, ranging from one week to more than six months, there is currently no evidence demonstrating the effectiveness of the feedback. In controlled settings, there was strong evidence for its effectiveness during and immediately after administration, and limited evidence for effectiveness up to six months post-administration when considering the tasks included in the training. Future research needs are discussed.

The importance of conflict analysis and safety considerations during work zone intervals at signalized intersections cannot be overstated, as these periods pose unique challenges and safety risks for both motorists and pedestrians. Work zones introduce temporary changes to traffic patterns, lane configurations, and signal timings, which can disrupt the flow of traffic and increase the likelihood of conflicts between vehicles and pedestrians. By conducting comprehensive conflict analysis, it is possible to identify potential conflict points, such as merging areas, pedestrian crossings, and lane transitions, and implement targeted safety measures to mitigate risks. Additionally, considering safety considerations during work zone intervals is paramount to safeguarding the well-being of road users and minimizing the occurrence of conflicts or collisions. Measures such as enhanced signage, temporary traffic control devices, and increased enforcement efforts can help promote compliance with traffic regulations and ensure the safe passage of vehicles and pedestrians through work zones. This study investigates the dynamics of traffic behavior and safety implications within work zones at signalized intersections, aiming to address key challenges and enhance intersection management strategies. Through comprehensive analysis, varying frequencies of Vehicle-to-Vehicle (V2V) conflicts were observed across different movement directions, with significant occurrences identified in specific phases of the traffic signal cycle. Specifically, 69 V2V conflicts in phase #1, 181 in phase #2, 31 in phase #3, 207 in phase #4, 1 in phase #5, 274 in phase #6, 93 in phase #7, and 186 in phase #8 were recorded. Furthermore, the examination of Vehicle-to-Pedestrian (V2P) conflicts underscored the importance of prioritizing pedestrian safety, with notable occurrences observed in phases associated with pedestrian crossing movements. Meanwhile, despite the closure of left-turn movements, instances of red light running persisted, with 69 red light running events in phase #1, 181 in phase #2, 31 in phase #3, 207 in phase #4, 1 in phase #5, 274 in phase #6, 93 in phase #7, and 186 in phase #8.To mitigate these safety concerns during work zone intervals, proactive measures are essential. Strategies include improving communication through clear signage and advanced warning systems, enhancing enforcement efforts with red light cameras and increased police presence, and investing in infrastructure improvements such as temporary pedestrian facilities. Integration of real-time data from sensors, particularly LiDAR technology, offers significant advantages in detecting conflicts and red light runners during work zone intervals. LiDAR's precise, real-time data on vehicle and pedestrian movements, combined with its 360-degree coverage and high spatial resolution, facilitates accurate detection and tracking of potential conflict scenarios, contributing to enhanced intersection safety and traffic management efficiency. This study endeavored to conduct a traffic safety analysis during work zone intervals at a signalized intersection in Baltimore City, known for its high rate of traffic crashes, utilizing LiDAR sensor technology.

Flexibility is perceived as a primary reason for working as a gig worker. However, there are not enough studies that investigate gig workers' motivations. Hence, this study aims to examine the motivation of white-collar gig workers using a sample size of 327 gig workers in Mongolia, a developing country’s labor market. The purpose of this study is to investigate intrinsic and extrinsic motivation factors for white-collar gig workers and their impact on behavioral intentions such as those of remote workers, freelancers, and any representatives of digital gig workers, not location-based gig workers. The primary data used in this study were collected through questionnaires from an online platform that attracts white-collar gig workers. The characteristics of this group are analyzed using Smart PLS4.0 software through the PLS-SEM technique to test the hypothesized relationships. Overall, the study contributes to an extension of current literature by understanding the white-collar digital gig workforce’s motivations and reasons behind it.

Using the culture-work-health model, this study investigates the factors influencing the quality of life of maritime workers. This study conducted a survey of 320 maritime workers who have experience living and working on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect after passing through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in maritime workers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of maritime workers, having both direct and indirect effects. Moreover, organizational support may prove the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

This study explores individual and contextual risk factors for the onset of work interfering with private life (WIL) and private life interfering with work (LIW) among self-employed men and women across European countries. It also studies the relationship between interference (LIW and WIL) and wellbeing among self-employed men and women and the effect of macro level risk factors. Data from the fifth round of European Working Conditions Survey was utilized and a sample of self-employed men and women with active businesses was extracted. Applying multilevel regressions, results show that though business characteristics are important for level of WIL, time demand is the most evident risk factor for WIL and LIW. There is a relationship between wellbeing and WIL and LIW respectively, and time demands is the most important factor in this relationship. Gender equality on the labor market did not relate to level of interference, nor did it mediate the relationship between interference and wellbeing. However, the main and most important risk factor for experiencing WIL and LIW and for how interference relate to wellbeing is gender relation processes in work and life, both on individual and contextual level.

In the literature on occupational stress and recovery from work several facets of thinking about work in off-job time have been conceptualized. However, research on the focal concepts is currently rather disintegrated. In this study we take a closer look at the five most established concepts, namely (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence that (1) the five facets of work-related rumination are highly related, yet empirically distinct, (2) that each facet contributes uniquely to explain variance in certain aspects of employee well-being, and (3) that they are distinct from related concepts, albeit there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarify the structure of work-related rumination and extends the nomological network around different types of thinking about work in off-job time and employee well-being.

Background: The acute hemodynamic response to isometric exercise in hypertensive patients ischemic heart disease (IHD) has been poorly investigated. The aim of this study was to assess acute changes on left ventricular myocardial work (MW) during isometric bilateral knee extension in patients with IHD. Methods. Twenty stable hypertensive patients with IHD and ten healthy, age-matched controls (HC) were enrolled. All subjects performed an isometric knee extension exercise, at 30% of their maximal voluntary contraction. The effort was maintained for three minutes or until exhaustion. At baseline, at peak exercise and after 10 minutes of recovery, echocardiography evaluation was perforned, blood pressure (BP) and heart rate (HR) were measurement. Results. The exercise was well tolerated by all subjects. At peak exercise: systolic BP in the IHD was significantly higher than HC (37.6± 7.2 vs 8.4±2.3 mmHg; p = 0.002). HC group had a greater increase in HR than IHD (19.7±6.2 vs 8.4±2.2 bpm; p = 0.009). E/E’ ratio increased in IHD and was unchanged in control. Global work index increased significantly in IHD compared to HC (+15% vs +3%; p 0.026). Global constructive work increased significantly in IHD compared to HC (+29.8% vs +7.4 respectively, p 0.031). Global waste work increased by 92.3% in IHD and was unchanged in HC. Global work efficiency decreased in IHD (-18%) while was unchanged in HC (between-groups p 0.019). Stroke volume decreased in IHD. and was unchanged in HC. Cardiac output was unchanged in IHD while it increased in HC. Conclusion: In patients with hypertension and underlying IHD, an acute isometric load caused a great increase in systolic BP and LV filling pressure. It follows a mostly ineffective increase of MW that fails to maintain stroke volume.

To instruct interior lighting design of aviation cockpit and ensure the work efficiency and comfort of pilots, and reduce safety accidents caused by light environment and visual fatigue during flight, it is important to establish a multi-dimensional ergonomic evaluation mechanism of cockpit light environment. In this paper, by improving Jdms' mental load theory, we establish a thorough experimental scheme based on physiological workload, mental workload, work performance and physiological work performance to evaluate the cockpit ergonomic under different light environment multi-dimensionally. Firstly, 12 evaluation indexes including job accuracy, job speed, blinking, heart rate variability, average fixation time, saccadic speed, mental demand, physical demand, operational performance, time demand, degree of confusion and degree of effort are obtained through the experiment, and then the weight of each evaluation index is calculated by entropy method to construct the ergonomic evaluation model. The evaluation results of physiological workload, mental load, work performance and physiological work performance were combined to obtain the final ergonomic evaluation results. According to our experimental results, it was found that light environment for pilot to get the highest ergonomic efficiency is 1500 lx light illumination and 5000K color temperature. The results provide a reference for the ergonomic experiment of aircraft cockpit and the design of aviation cockpit lighting system.

Hearing loss that arises from various causes at different stages of life has a direct impact on individuals' physical and mental well-being. This paper aimed to evaluate the employment, workplace adaptation, productivity, and professional success of individuals who have hearing loss and whose hearing loss is corrected with a cochlear implant. In this cross-sectional study, the data was collected between November 2022 and March 2023 with the participation of individuals with cochlear implants living in several settlements in all regions of Türkiye. A total of 142 participants with severe hearing loss who were corrected with a cochlear implant were included in this study. The survey method was used to collect data for the study. The questionnaire consisted of 32 questions and was distributed to the participants online. In the first part of the questionnaire (1-10 questions), general characteristics of implant patients were investigated. In the second part (11-32 questions), the positive or negative effects of implantation on the work life of the participants were evaluated. Almost half of the research group (49.3%, n = 70) consisted of women, and the mean age of the participants was determined to be 35.8 ± 14.8. There was no significant difference between gender, educational status, implanted side, working time, working style (physical, desk), and factors affecting work life (p > 0.05). Professional satisfaction and success at work increased significantly more in those with acquired hearing loss (p = 0.010). Post-implantation workplace compliance, success, and productivity were found to be higher in those with acquired hearing loss (p = 0.013). It was observed that hearing loss had a greater negative impact on the work life of married people (p = 0.006). Cochlear implantation greatly enhances workplace satisfaction, increases self-confidence, and has a positive impact on the future of profoundly deaf individuals.

Calligraphy works have high artistic value, but there is a rampant problem of forgery. Indeed, authentication of traditional calligraphy heavily relies on calligraphers' subjective judgment. Therefore, spurred by the recent development of neural networks, this paper proposes a method for authenticating calligraphy works based on an improved EfficientNet network. Specifically, the developed method utilizes the character box algorithm and the centroid algorithm to extract individual calligraphy characters, which are then augmented and used as the training set for the model. The training process employs CBAM and Self-Attention modules to enhance the attention mechanism of the EfficientNet network. The model is tested on authentic works, imitated works, and works from other calligraphers and is compared with other networks. The experimental results demonstrate that the proposed method effectively achieves the authentication of calligraphy works, and the improved CBAM-EfficientNet network and SA-EfficientNet network achieve better authentication performance.

Forest harvesting generates variable amounts of residue that represent a fire hazard and a hindrance to regeneration and must be managed accordingly. In South Africa, burning is the most common residue management method, but there is an interest in introducing safer and more effective techniques, such as mulching. For that reason, a productivity study was conducted in the Eastern Cape province to gather information on the productivity, cost, and work quality of the three main alternatives: manual broadcasting, manual broadcasting followed by mulching with an adapted farm tractor and mulching with a purpose-built mulcher. Manual broadcasting required 16 h/ha, mulching with a farm tractor 3.6 h/ha, and mulching with a purpose-built mulcher 0.9 h/ha (one pass). Manual broadcasting was the cheapest option, at a cost of 400 ZAR/ha. Mulching with a farm tractor and a purpose-built mulcher incurred a cost of 3 267 ZAR/ha and 4 083 ZAR/ha, respectively. Manual broadcasting achieved a minimal reduction of residue size, with 50% of the slash (branches and stem wood) having a mean length above 40 cm. When mulching with a farm tractor was applied, 49% of the slash (branches and stem wood) length reduced to about 30 cm. When a purpose-built mulcher was used, only 10% of the slash elements exceeded 40 cm length.

Just 2 years ago, 35% of Americans were involved with gig work. According to Statista, over half of Americans will be freelancing through online gig work by 2027. Research on how consumers select gig workers, or taskers, is still mostly underexplored. The purpose of this study is to investigate the potential impact of a tasker's gender and self-presentation in their profile picture on consumer perceptions and choices. We proposed that taskers who have a professional headshot as the profile picture will receive higher ratings on competence, warmth, and trustworthiness than taskers whose profile picture is a selfie. We also proposed that taskers who smile in their profile picture will receive higher ratings on competency, warmth, and trustworthiness than taskers who do not smile. Furthermore, we predicted that professionalism has a stronger positive impact on perceptions of male taskers than on female taskers for our third hypothesis. Lastly, we hypothesized that gender bias exists on gig platforms, such that smiling will have a stronger positive effect on female taskers’ competence, warmth, and trustworthiness than on male taskers. Our study had 292 Kennesaw State University students who were tested online through Qualtrics. Our first and second hypotheses are not supported but our last two have partial support. There is a significant main effect of gender, and we find that male taskers are rated significantly higher on competence, warmth, and trustworthiness, compared to female taskers. Professional photos give male taskers an advantage over professional female taskers and female taskers are punished more for not smiling than male taskers. Future directions include looking into factors such as Race, Age, or background setting could be investigated. Conducting similar tests in a larger and more externally valid setting could yield more concrete results. Continuation into this new area of gig work could lead the way into revolutionizing how freelancers conduct their public appearance or how gig work platforms could handle this new market.

The Covid-19 pandemic has influenced the style of work of many people. However, it remains a question to what extent it has influenced the work of outdoor workers like forestry workers. Therefore, the objective of this study was to assess the level of professional burnout among forest-ry workers, as a lack of burnout symptoms is a dimension of well-being at work. The Oldenburg Burnout Inventory was administered to 42 respondents. Both subscales of the inventory were reliable: Cronbach’s alpha was 0.806 for disengagement and 0.865 for exhaustion. The mean number of overtime hours was 10.13 hours per month. The mean disengagement score of 2.24 was lower than the reference value of 2.25, but the mean exhaustion score of 2.33 was high-er than the reference value of 2.1. Age correlated significantly with stage of work, as did exhaustion with stage of work, and over-time hours with disengagement. The average forestry officer had no symptoms of disengagement and slight symptoms of exhaustion. These results suggest that being in the forest can help prevent burnout. Overtime work and a heavy workload appear to threaten forestry workers’ well-being, as they can cause exhaustion and lower commitment.

With the COVID-19 pandemic continuing and the resulting economic burden increasingly apparent, the Indonesian government began to prepare a "new normal" phase and make peace with COVID-19. From this new decision arises the question of the readiness of businesses and the industrial sector to resume operations amid COVID-19. This article aims to provide concise and precise information about the preparations that can be made by businesses to operate safely amid COVID-19 based on existing scientific studies and literatures. From the literature visits it can be concluded that transmission and danger of a COVID-19 pandemic can be prevented through: creation of infectious disease prevention and response plan, implementing basic infection prevention measures, policies and procedures for proper identification and isolation of sick people, applying flexibilities in policies, and protections in the workplace.

The fatigue strength of the hot work steel depends on various factors, including the mechanical, properties and behavior and bulk and the surface under layer, the microstructural features as well as heat treatments. The influence of a series of heat treatments on the fatigue strength of H13 hot work steel was investigated. Different preheating, quenching and tempering treatments were applied to four sets of specimens and fatigue tests were conducted at room temperature using a rotating bending test machine. All heat treatments resulted in a certain improvement of the fatigue strength. Highest fatigue strength obtained by applying a double tempering heat treatment (first tempering at 550 °C for two hours and second tempering at 610 °C for two hours) after initial preheating and quenching. One tempering treatment (550 °C for two hours after preheating and quenching) did not significantly improve the fatigue strength.

Positive Occupational Health Psychology (POHP) examines the mechanisms that promote workers’ health and wellbeing, in addition to risk factors arising from work activity. The aim of this study was to analyze the mediating role of perceived stress in the effect that self-efficacy has on engagement in nurses. The sample comprised 1777 currently working nurses. We administered the Utrecht Work Engagement Scale (UWES), the Perceived Stress Questionnaire and the General Self-Efficacy Scale. Following bivariate correlational analysis, multiple linear regression analysis, and simple and multiple mediation analysis the results showed Self-efficacy to be a powerful personal resource that positively predicts employees’ engagement, although the effect diminishes when there are mediating variables of stress. We found differences in the way the different aspects of stress mediated the relationship between Self-efficacy and the engagement dimensions. “Energy–joy” was the strongest mediating variable for all of the engagement dimensions, and this, together with “harassment–social acceptance” dampened the effect of Self-efficacy on vigor and dedication, whereas “Overload” was only a mediator for dedication. Because nurses work in a stressful environment, risk factor arising from work activity, hospital management should design interventions to enhance their workers’ personal resources and improve personal and organizational wellbeing.

Despite numerous interventions to promote gender equality, sub-Saharan Africa has one of the highest prevalence rates of non-partner sexual assault in the world, thus constituting a major social and public health issue in the region. As social workers frequently provide services to this population, an exploratory cross-sectional study was conducted to explore rape myth acceptance among undergraduate social work students studying in Namibia. Findings revealed the positive influence of social work education in reducing rape myth acceptance as well as highlighted the influence of age, gender, country of origin, self-identification as a feminist, and religiosity on rape myth acceptance among this population.

High-Intensity Functional Training (HIFT) is a novel exercise intervention that may test body systems in a balanced and integrated fashion by challenging individuals’ abilities to complete mechanical work. However, research has not previously determined if physical work capacity is unique to traditional physiologic measures of fitness. Twenty-five healthy men and women completed a six-week HIFT intervention with physical work capacity and various physiologic measures of fitness assessed pre- and post-intervention. At baseline, these physiologic measures of fitness (e.g., aerobic capacity) were significantly associated with physical work capacity and this relationship was even stronger at post-intervention assessment. Further, there were significant improvements across these physiologic measures in response to the delivered intervention. However, the change in these physiologic measures failed to predict the change in physical work capacity induced via HIFT. These findings point to the potential utility of HIFT as a unique challenge to individuals’ physiology beyond traditional resistance or aerobic training. Elucidating the translational impact of increasing work capacity via HIFT may be of great interest to health and fitness practitioners ranging from strength/conditioning coaches to physical therapists.

This research paper examines the effects, advantages, challenges, and economic aspects of a research town. The study concludes that inclusion and diversity not only constitute fundamental values but also serve as crucial drivers of business success and sustained competitiveness. Universities play a central role in shaping the prosperity of the research town by functioning as knowledge hubs, fostering collaboration, nurturing talent, and contributing to the broader innovation ecosystem. The symbiotic relationship between universities and industries within the cluster establishes a dynamic and resilient environment for research and development. The presence of startups within the research cluster introduces novel ideas, enhancing the overall vibrancy and competitiveness of the local economy. In an era where social media algorithms increasingly influence people's choices, the potential for foreign interference emerges as a significant threat.

Emotional intelligence may help nurses to cope with demanding work environments. Although it is well known that emotional intelligence is positively related to work performance literature on nurses is limited. The aim of our study was to examine the impact of emotional intelligence on work performance in a sample of nurses in Greece. We conducted a cross-sectional study in Greece. We collected data from a convenience sample of nurses during January 2024. We measured emotional intelligence with the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF), and work performance with the Individual Work Performance Questionnaire (IWPQ). We created multivariable linear regression models adjusted for sex, age, educational level, and work experience. We found that the four streams of emotional intelligence (i.e. well-being, self-control, emotionality, sociability) increases nurses’ work performance. In particular, we found a positive relationship between well-being and task performance and contextual performance. Similarly, there was a positive relationship between self-control and task performance. Additionally, sociability increased task performance and contextual performance. Moreover, emotionality and sociability reduced counterproductive work behavior. Our multivariable models identified a positive impact of emotional intelligence on nurses’ work performance. Nurses managers and healthcare organizations should adopt appropriate interventions to improve nurses’ emotional intelligence.

The COVID-19 pandemic has triggered seismic shifts in how we work, and organizations behave. It has caused many organizations to transition from an office-centric culture to more flexible ways of working. This shift is necessitated by health conditions and the need for controls. It is also driven by the assumption that remote work or working from home offer a certain assurance of safety for employees against the threat of infection in highly vulnerable office conditions. The shift to remote work has so far been mainly experimental as most businesses continue to learn about what works and what doesn’t. There is also the assumption that all that matters for the efficient operability of a remote work regime is the availability and effectiveness of computing technologies and internet connectivity. Thus, once those supplies are in place remote work is expected to be fully functional and without problems. As learning continues about what works and what doesn’t, it has also become increasingly clear that beyond the threat of covid-19 and the relative safety that individual homes may offer, there are other vulnerabilities which are ignored or underestimated in the process. In most instances, the home environment of the employee, the conditions under which employees operate from home and the health and safety such environments provide (or not) are either ignored or underestimated in discussions around remote work practices. This paper highlights remote work as an emergent practice while exploring associated, but ignored, health and safety issues in employee homes.

Background: The risk to physicians who worked with patients without confirmed COVID-19 testing during the pandemic has been little studied. However, they were at high risk. Methods: A total of 1285 Romanian physicians completed an online survey. We performed Mann-Whitney comparisons between physicians who reported that they knowingly had direct contact with COVID patients and those who didn't regarding their willingness to work. Results: Compared with their colleagues, physicians who reported not knowingly having direct contact with COVID patients reported less access to protective equipment, less overall willingness to respond when asked to work with infected patients, more likely to work out of fear of losing their jobs, and fear of legal repercussions. They received less training in the use of protective equipment. Conclusions: Physicians who worked with patients not yet diagnosed with COVID-19 were significantly less willing to work. The perception of invisible risk may explain the observed differences.

Work on callings has burgeoned in the past 20 years, yet recent reviews exposed a lack of conceptual clarity and disagreements around its definition, components and measures. One lingering point of contention revolves around the element of prosociality: Is a calling orientation primarily motivated by self-interest, prosocially orientated, or a mix of both? This conceptual paper reviews and examines the pro-self and prosocial component of a calling outlook, by examining and comparing the ways in which they feature in different calling subtypes: Classic, neoclassic, and modern callings. Our analysis suggests that these subtypes vary in where they are located on a pro-self – prosocial continuum: Classic callings are located on the prosocial side of the axis, modern callings are located on pro-self side of the axis, and neoclassic callings can be situated in the middle of the con-tinuum, integrating self-orientated and other-orientated motivations. Our analysis further suggests that these calling subtypes draw on divergent value systems: Classic callings are propelled by self-transcendent values, modern callings are driven by self-actualization motivations, and neoclassic callings integrate both value systems. We therefore argue that the subjective experiences of pursuing a calling within each subtype pathway differ, alt-hough they may culminate in similar outcomes. The paper offers a novel framework for analyzing people’s calling that draws on their values.

Three facts characterize the hailstorm of 30 August 2022 in the Catalan village of La Bisbal d'Empordà and its surroundings: first, the most dramatic, the death of a child hit by a hailstone. Second, the damage to most of the roofs and cars in the town. Finally, because of the record of hail size (more than 10 cm) in Catalonia in at least the last 30 years. This research focuses on the radar field comparison and the observations provided by an electronic survey of the study area. The results reveal that weather radar sub-estimated the hail size because of different factors. On the opposite, some reporters provided an inaccurate hour. The difference of three months between the hail event and the electronic survey is the probable cause of this mistake in the time estimation. However, the survey delay helped to avoid answers with larger hail sizes than those provided by the official spotters.

This paper aims to contribute to the advancement of scientific knowledge about the impact of the COVID-19 pandemic on social workers and the social work profession in Romania. Research has shown that social work is a profession at high risk for developing the burnout syndrome, which has many detrimental effects on both social workers and the clients that they serve. Two conceptual models are used to frame the discussion: the theoretical framework of VUCA (volatility, uncer-tainty, complexity, and ambiguity) to discuss the challenges of the unprecedented context the COVID-19 pandemic has created for social workers; stress and burnout to explain the negative impact of this period of time. Based on convergent mixt methods, the study sample consisted of 83 social workers employed in statutory and private social services in Romania, from different fields of intervention. Results show that 25,3% of respondents suffer from a high level of burnout and 44.6% scored in a range that indicate a medium level of burnout. A group of 31.1% have managed to handle stress factors in a healthy manner. Main stressors found are especially personal (fear of contamination, personal and family) and work-related factors (workload, new legislative rules and decisions, inconsistency, instability, ambiguity of managerial decisions, or even their absence or non-assumption, lack of clarity of working procedures, limited managerial and supervisory support, limited financial resources), less than client related factors (lack of direct contact, risk of contami-nation in two ways, managing beneficiaries fears, difficulties related to technology and digital skills). Study results point to the importance of organizational support and developing a self-care plan that help protect against occupational stress and burnout. Recommendations are made putting forward the voice of fieldworkers and managers fostering initiatives and applications of sustainability-based measures and activities designed to deal with the challenges of the VUCA environment.

The Italian Stone Pine (Pinus pinea L.) is one of the most employed ornamental trees in towns with Mediterranean climates. For example, in the city of Rome, Pinus is the most common genus, with more than 51,000 trees. This study investigates technical and economic features of maintenance operations of Stone Pines and evaluates the productivity and costs of the observed yards. Pruning and felling are the most frequent management operations of trees in towns and this study analyzes the features of these operations carried out in 14 work sites. The operations were carried out either with aerial platforms (19 trees) or ascending the crown by tree-climbing (6 trees). The operations were sampled with time studies (12 trees for pruning and 13 for felling). Work time was measured from the beginning of operations to the transport of the residual biomass to the collection and loading point, using centesimal stopwatches and video recording. The total residual biomass was weighed or assessed. Total observation time amounted to 63.1 hours. The evaluation of the costs of each work site considered the fixed and the variable costs and the costs for the labor force. A Multiple Linear Regression model (statistics: determination coefficient R2: 0.74, adjusted R2: 0.67, p-value < 0.001) which utilizes four regressors easily evaluable before the work, was adopted to predict the gross time of the operations. This paper can contribute to optimize trees maintenance methods in urban sites and to assess the potential residual wood biomass attainable from urban forestry maintenance in the city of Rome.

The aim of this study was to clarify effects of 3-week work-matched high-intensity intermittent cycling training (HIICT) with different cadences on VO2max in university athletes. Eighteen university athletes performed HIICT with either 60 rpm (n = 9) or 120 rpm (n = 9). HIICT consisted of eight sets of 20-s exercise with a 10-s passive rest between each sets. The initial training intensity was set at 135% of VO2 max and was decreased by 5% every two sets. Athletes in both groups performed 9 sessions of HIICT during 3-week. The total work-load and achievement rate of the work load calculated before experiments in each group were used for analysis. VO2max was measured pre and post-training. After 3-week of training, no significant differences in the total work-load and achievement rate of the work load were found between the two groups. VO2max similarly increased in both groups from pre to post training (p = 0.016), with no significant differences between the groups (p = 0.680). These results suggest that cadence during HIICT is not training variable affecting effect of VO2max.

: Healthcare workers are affected by mental health issues, burnout and turnover, and this burden is even greater during epidemics and pandemics, such as COVID-19. The purpose of this research is to provide an overview of the measures introduced or supported in the institutions of Quebec’s health and social services network during the COVID-19 pandemic with the aim of protecting healthcare workers’ mental health. An online questionnaire survey was administered in 2021 among human resources department personnel in health and social services network institutions involved in workplace mental health in Quebec. A total of 223 key informants representing 31 of the 34 public health and social services institutions in the province of Quebec in Canada responded to the questionnaire. Measures that focus on the needs of staff, involve all levels of authority and the ones that provide flexibility, support and recognition at work were more successful, according to the advisors surveyed. Future research into whether the same measures are considered effective or ineffective outside of a pandemic context is needed.

Background: Over the past two decades, the Copenhagen Psychosocial Questionnaire (COPSOQ) has been established as a valid instrument to measure psychosocial stress at work. Currently, the COPSOQ international network is responsible for monitoring and improving COPSOQ. In 2019, a new questionnaire was published, and the Greek version is now being validated. Methods: The measurement qualities of the Greek COPSOQ III have been explored in accordance with the usual requirements of a validation study as defined by DIN EN ISO 10075-3. A sample of observations from 2,189 participants surveyed with the COPSOQ in Greece was used to validate the current version with appropriate statistical analyses. Exploratory factor analysis was used to assess the statistical relationships for many scales. Results: With its 108 items and 40 scales, the Greek COPSOQ III includes all psychosocial work factors that have been internationally validated and remain compatible with approximately 72% of the COPSOQ III German version content. In addition to the primary results, congruence with widely used theoretical approaches such as the demand-control (−support) model (DCM) or the job demands-resources model (JDR) is generally satisfactory. In summary, our validation study for the Greek COPSOQ III version showed adequate reliability and validity, which is in line with the findings of the COPSOQ III questionnaire from other European countries, and it is also compatible with the validation of the German COPSOQ III (Lincke, 2021). Our regression analysis revealed that 34 psychosocial work factors (34 “context” scales) could adequately predict the scores of the satisfactory and health scales (6 “outcome” scales). The analysis also revealed the top five (5) predictors (context variables) for each of the six (6) “effect” scales (outcome variables). Conclusions: With the launch of COPSOQ III in Greece, current and new workplace psychosocial aspects could be explored. COPSOQ III (GR) is a beneficial instrument for enterprise research and risk assessment.

Nursing, a profession known for its compassion and dedication to providing exceptional patient care, relies heavily on the cultivation of caring attributes to uphold the highest standards of practice. Despite the common use of small group work in nursing education, there is a gap in understanding how these caring attributes are developed through this approach. This qualitative study sought to explore the emergence of caring attributes in small group settings as perceived by nursing students and educators. Thirteen nursing students and ten educators participated in semi-structured group interviews at a professional educational institution. The study identified four key sets of caring attributes nurtured through small group work: interpersonal communication with respect, compassion, and empathy; competence and confidence; and accountability to commitment. These findings underscore the essential role of caring in nursing, emphasizing how collaborative group work can facilitate the development of crucial attributes through interpersonal interactions. The cultivation of respectful communication skills among students is highlighted as pivotal for enhancing interactions with healthcare professionals, patients, and families, ultimately improving the quality of care provided. By providing opportunities for interactive learning and ongoing practice, students can effectively embody these caring attributes, fostering their nursing professionalism throughout their careers.

In this study, we examined the effects of the organizational power resources used by school principals on teachers' work alienation and trait anxiety levels. Then, we examined the mediating role of trait anxiety in the relationship between organizational power resources and work alienation. We used the correlational scanning model and mediation model in the research. The research sample consists of 400 teachers working in Turkish public schools. In our research, "Organizational Power Scale in Schools", "Work Alienation Scale" and "Trait Anxiety Scale" were used. As a result of the research, we found significant relationships between the variables. Accordingly, there is a positive relationship between trait anxiety and work alienation, a positive relationship between trait anxiety and coercive power and legal power, a negative relationship between trait anxiety and expert, charismatic and reward power, a positive relationship between work alienation and coercive power, and a positive relationship between work alienation and reward power. Negative relationships were observed between expertise and charismatic power. Finally, it was determined that trait anxiety had a mediating role in the relationship between the power resources used by school principals and the level of work alienation of teachers.

Given its substantial impact on project outcomes, increasing productivity in construction has been a major industry priority. Researchers studying construction have been focusing more on it and supporting various enhancement measures since determining the elements influencing labour productivity is a crucial step in this process. This research article uses questionnaires given to direct employees and midlevel employees to discover and comprehend the productivity elements influencing projects at a construction company located in the United Kingdom. After the questionnaire's answers were examined, it was simpler to pinpoint organisational and managerial flaws and to contrast the findings with those of previous productivity studies. The findings helped formulate suggestions for raising productivity. The primary conclusions show that truck availability, worker motivation dynamics, rework, tools, and machinery were the key factors influencing construction productivity. These findings are in line with earlier research conducted in the UK and the US. Salary expectations, the main reason for employee turnover in the organisation under investigation, was a component left out of previous studies. Finally, additional research seems to suggest that some productivity-affecting factors are common to international construction projects, supporting the gathering of data and the possibility of learning from experience in a variety of settings and even at different times of occurrence.

Sick leave is influenced by various modifiable lifestyle factors and sex differences. This study examines the impact of body mass index, fruit and vegetable consumption, physical activity, smoking, and alcohol consumption on sick leave among Serbia's working population, focusing on sex differences. Data from the 2019 National Health Survey of Serbia were analyzed, focusing on a representative sample of 4,652 individuals aged 18-65. Chi-square tests and logistic regression models assessed the relationships between lifestyle factors and sick leave, adjusting for sociodemographic, work-related, and health-related variables. Among respondents, 15.8% reported sick leave in the past 12 months, with higher rates among women in both, short-term (13.9% vs. 10.6%) and long-term sick leave (3.4% vs. 2.2%). For men, obesity (OR = 2.6), poor dietary habits (fruit OR = 2.1; vegetables OR = 2.8), smoking (OR = 1.9), and risky alcohol consumption (OR = 4.1) significantly increase the likelihood of sick leave. In women, smoking (OR = 1.8) and risky alcohol consumption (OR = 3.1) are major predictors, while BMI and physical activity show less impact. Fruit and vegetable consumption and physical activity have inconsistent effects on sick leave, indicating the need for further research. This study identifies obesity, poor dietary habits, smoking, and alcohol consumption as key predictors of sick leave in men. In women, smoking and risky alcohol consumption are major predictors. Smoking is a risk factor for both sexes, while risky alcohol consumption emerges as a prominent predictor and is a significant predictor overall. These findings highlight the need for targeted public health interventions to address these lifestyle factors and reduce sick leave rates. Further research is needed to clarify the roles of dietary habits and physical activity in influencing sick leave.

The objective of the study was to investigate the dynamics of collaborative learning in TBL through students’ reflections and feedback. The study utilized a mixed-methods approach. Quantitative data collection was done via feedback structured questionnaire. Qualitative data were collected from reflections submitted by 107 first-year MBBS students at the end of TBL session. We found five main themes related to students’ engagement with the session i.e. ( 1) conceptual clarity as the foundation, (2) collaborative learning culture, (3) communication skills, (4) informative and useful team discussions and (5) interactive learning for team development. The majority of the respondents (93%) listened to classmates and coordinated with group members in discussion, (77%) were willing to learn from other group members and contributed ideas to them, (79%) came prepared for session, (75%) found learning material assigned to them as appropriate. Respondents had positive perceptions regarding their participation in group work with a strong inclination towards agreement with the statements provided. The study highlights the positive effects of TBL in promoting peer to peer engagement, active engagement, teamwork skills, and knowledge sharing among undergraduate medical students, ultimately contributing to an effective learning experience.

Social support in working with beggars and vagrants has always been and still is a challenge for all social protection systems. This paper aims to analyze the social work system in working with vagrants and beggars, starting with the presentation of the concept and seeking to evaluate the evolution of this particular sector of the social protection system in Romania, presenting, on one hand, the legislative changes and, also, the situation found in reality which could be (slightly) different. In the paper we describe two research models, a case study, which starts from the situation found in Romania and is based on the model of good practice (social enterprises) developed by Nicolae Minovici in the interwar period (1934) and also presents the opinion of citizens from Craiova city, investigated during a sociological survey conducted in 2021-2022 on a sample of 1494 persons, on the opportunity to set up such centers for beggars and vagrants in Romania. The article seeks to extract the good practices used by the national system for the purpose of comparing and issuing proposals to regulate and improve the current situation in Romania.

Rebar quantity estimation is pivotal for determining the cost of construction projects and essential for bidding purposes. A bar bending schedule plays a crucial role by providing rebar information and bending instructions, facilitating efficient procurement. Traditional methods of bar bending schedules, which involve manual extraction from 2D (two-dimensional) drawings, are error-prone and hinder construction productivity. This study proposes a Building Information Modeling (BIM)-based algorithm that automates the generation of a Bar Bending Schedule (BBS) directly from the 3D (three-dimensional) BIM models, ensuring accuracy and eliminating manual errors. The effectiveness of the algorithm was verified by comparing the rebar quantities generated by the model against those derived from optimization calculations. The results demonstrated a mean absolute error of 0.017 and a mean absolute percentage error of 1.13%, validating the algorithm’s precision. Additionally, it achieved a remarkable 33.33% reduction in the manpower required for preparing BBSs, highlighting its potential to revolutionize construction workflow efficiency and accuracy.

In colorectal cancer (CRC) patients, apart from fatigue, psychological and physical symptoms often converge, affecting their quality of life and ability to work. Our objective was to ascertain symptom clusters within a year following CRC treatment and their longitudinal association with persistent fatigue and reduced work ability at the 3-month follow-up. We used data from MIRANDA, a multicenter cohort study enrolling adult CRC patients who are starting a 3-week in-patient rehabilitation within a year post-curative CRC treatment. Participants completed questionnaires evaluating symptoms at the start of rehabilitation (baseline) and after three months. We performed an exploratory factor analysis to analyze the clustering of symptoms at baseline. Longitudinal analysis was performed using a multivariable linear regression model with dichotomized symptoms at baseline as independent variables, and the change of fatigue and ability to work from baseline to 3-month-follow-up as separate outcomes, adjusted for covariates. We identified six symptom clusters: fatigue, gastrointestinal symptoms, pain, psychosocial symptoms, urinary symptoms, and chemotherapy side effects. At least one symptom from each factor was associated with higher fatigue or reduced ability to work at the 3-month follow-up. This study highlights the interplay of multiple symptoms in influencing fatigue and work ability among CRC patients post rehabilitation.

This scholarly article provides an overview of the present and future issues and trends in social work on a global scale. Drawing upon recent bibliographic references and a review of the literature, this article explores the challenges faced by social workers in various regions and highlights emerging trends that are reshaping the field. The analysis incorporates insights from renowned authors and researchers to provide a comprehensive understanding of the current state and anticipated future of social work practice, education, and research worldwide.

Purpose: This study evaluates the performance of the Early Intervention Physiotherapist Framework (EIPF) for injured workers. This study provides a proper follow-up period (3 years) to examine the impacts of the EIPF program on injury outcomes such as return to work (RTW) and time to RTW. This study also identifies the factors influencing the outcomes. Methods: The study was conducted on data collected from compensation claims of people who were injured at work in Victoria, Australia. Injured workers who commenced their compensation claims after the first of January 2010 and had their initial physiotherapy consultation after the first of August 2014 are included. To conduct the comparison, we divided the injured workers into two groups: physiotherapy services provided by EIPF-trained physiotherapists (EP) and regular physiotherapists (RP) over the three-year intervention period. We used three different statistical analysis methods to evaluate the performance of the EIPF program. We used descriptive statistics to compare two groups based on physiotherapy services and injury outcomes. We also completed survival analysis using Kaplan-Meier curves in terms of time to RTW. We developed univariate and multivariate regression models to investigate whether the difference in outcomes achieved after adjusting for significantly associated variables. Results: The results showed that physiotherapists in the EP group on average dealt with more claims (over twice as many) than those in the RP group. Time to RTW for the injured workers treated by the EP group was significantly lower than for those who were treated by the RP group, indicated by descriptive, survival and regression analyses. Earlier intervention by physiotherapists led to earlier RTW. Conclusion: This evaluation showed that the EIPF program achieved successful injury outcomes three years after implementation. Motivating physiotherapists to intervene earlier in the recovery process of injured workers by initial consultation helps to improve injury outcomes.

The aim of this study was to investigate the work engagement and burnout in healthcare professionals in a private health unit in Greece. A cross-sectional study was conducted with a sample of 151 professionals (doctors, nurses, administrative staff and professionals of other specialties). The questionnaire included demographic and work-related information and the Utrecht Work Engagement Scale and Maslach Burnout Inventory. Analysis was performed by SPSS v.26. With regard to the work engagement, the participants presented a medium score in absorption and a medium to high score in vigor and dedication. In addition, they presented low score in depersonalization, a medium score in emotional exhaustion and a high score in personal accomplishment. Those who had a working contract for an indefinite period had higher score in all the dimensions of burnout. Vigor, dedication and absorption were negatively correlated with emotional exhaustion and depersonalization and positively with personal accomplishment. Healthcare professionals in private health sector in Greece present moderate work engagement and experience moderate levels of burnout. Work engagement is associated with burnout and plays an important role in its prevention. There are some significant differences in work engagement and burnout based on several demographic and work-related characteristics.

The kinetic energy transfer between the atmosphere and oceans, called wind work, affects ocean dynamics including near-inertial oscillations and internal gravity waves, mesoscale eddies, and large-scale zonal jets. For the most part, recent numerical estimates of global wind work amplitude are almost 5 times larger than those reported 10 years ago. This large increase is explained by the impact of the broad range of spatial and temporal scales covered by winds and currents, the smallest of which have only recently been uncovered by increasingly high resolution modeling efforts. However, existing satellite observations do not fully sample this broad range of scales. The present study assesses the capabilities of ODYSEA, a conceptual satellite mission to estimate the amplitude of wind work in the global ocean. To this end, we use an ODYSEA measurement simulator fed by the outputs of a km-scale coupled ocean-atmosphere model to estimate wind work globally. Results indicate that compared with numerical truth estimates, the ODYSEA instrument performs well globally, except for latitudes north of 40∘N during summer due to unresolved storm evolution. This performance is explained by the wide-swath properties of ODYSEA (a 1,700 km wide swath with 5 km posting for winds and surface currents), its twice-a-day (daily) coverage at mid-latitudes (low latitudes), and the insensitivity of the wind work to uncorrelated errors in estimated wind and current.

Teachers, particularly in developing contexts, were vulnerable populations during the COVID-19 pandemic. As natural parental figures for students, they had to reconcile the dual role of ensuring the safety and health of students and their own and family well-being. The external crisis of COVID-19 heightened the negative experiences of teachers in their work environments during both online and physical instruction. The qualitative phenomenological study involving thirty (30) secondary school teachers in Ghana took a comprehensive and fresh look at how COVID-19 impacted the work motivation of teachers. It was found that teachers suffered a great deal of stress in the wake of the pandemic and had face-mounting concerns about their working conditions. The low morale of teachers precipitated by COVID-19 made them develop attrition intentions. However, intrinsic and altruistic traits such as passion, the feeling of responsibility, and the desire to contribute to society and foster student development made teachers resilient towards the deleterious effects of the pandemic to promote optimal teaching. Future studies should investigate the installation of support structures that strengthen the motivation of teachers in unforeseen crises.

Abstract The article discusses about the current situation of Novel Corona Virus also called as the COVID-19 that hinder for all human’s life including the education. Rapidly escalating COVID-19, has caused havoc in quality education and every educational institution are closed. As the UNESCO report it showed that 1.6 billion children being affected due to the close of institution across 191 countries. With the alternative method every education institution started blended learning virtual classes in order to continue learning environment in students. The articles investigate COVID-19 impact on student’s quality education in Nepal and social work implication. The findings of the study shows that the COVID-19 has seriously effects on the students learning environment. It showed the huge gap between getting the good education in Nepal. However, Nepal has also made some policies to provide equal quality education to all the children through the ICT and also encourage social work to actively participate on providing education to all the majority of group children in Nepal. Whereas social work applied the micro, messo, and macro level of implication in practice to provide the education for children in remote area of Nepal.

The wide interest in developing green energy technologies stimulates the scientific community to seek, for devices, new substitute material platforms with low environmental impact, ease of production and processing and long-term stability. The synthesis of metal oxide (MO) semiconductors fulfils these requirements and efforts are addressed at optimizing their functional properties, through improvement of charge mobility or energy level alignment. Two MOs have rising perspectives for application in light harvesting devices, mainly for the role of charge selective layers but also as light absorbers, namely MoO3 (an electron blocking layer) and Co3O4 (a small band gap semiconductor). The need to achieve better charge transport has prompted us to attempt doping strategies with vanadium (V) ions that, when combined with oxygen in V2O5, produce a high work function MO. We report on subcritical hydrothermal synthesis of V-doped mesostructures of MoO3 and of Co3O4, in which a tight control of the doping is exerted by tuning the relative amounts of reactants. We accomplished a full analytical characterization of these V-doped MOs that unambiguously demonstrates incorporation of the vanadium ions in the MO crystal lattice, as well as effects on the optical properties and work function. We foresee a promising future use of these materials as charge selective materials in energy devices based on multilayer structures.

Background: COVID-19 crisis has changed the conditions of many throughout the globe. One negative consequence of the on-going pandemic is anxiety brought by uncertainty and the COVID-19 disease. Increased anxiety is a potential risk factor for wellbeing at work. This study investigated psychological, situational, and socio-demographic predictors of COVID-19 anxiety using longitudinal data. Methods: Nationally representative sample of Finnish workers (N = 1308) was collected before and during the COVID-19 crisis. Eighty percent of the participants responded to the follow-up study (N=1044). COVID-19 anxiety was measured with a modified Spielberger State–Trait Anxiety Inventory. Psychological and situational predictors included perceived loneliness, psychological distress, technostress, personality, social support received from work community, and remote working. Also, number of socio-demographic factors were investigated. Results: Perceived loneliness, psychological distress, technostress, and neuroticism were identified as robust psychological predictors of COVID-19 anxiety. Increase in psychological distress and technostress during the COVID-19 crisis predicted higher COVID-19 anxiety. Recent change in work field and decreased social support from work community predicted COVID-19 anxiety. Women and young people experienced higher anxiety. Conclusions: Different factors explain workers’ COVID-19 anxiety. Increased anxiety can disrupt wellbeing at work, emphasizing organizations’ role in maintaining an inclusive and caring work culture and providing technical and psychological support to workers during crisis.

(1) Background: Work creativity, manifested in innovative workplace behaviour (IWB) and employee work engagement, is fundamental to maintain firms’ sustainability and competitiveness. In this regard, this study aims at investigating the supporting effect of innovative leadership on IWB and employee engagement through maximising employee vigour, dedication and absorption. (2) Methods: The study data were collected from questionnaires administered to 150 respondents working in mobile phone companies in southern and central Iraq. The statistical analyses were conducted through the Statistical Package for the Social Sciences (SPSS) and Smart PLS. In analysing the measurement model and testing the proposed hypotheses, the study results revealed that inclusive leadership and work engagement were intimately connected to IWB; (3) Results: Work engagement played a mediating role between inclusive leadership and IWB. The questionnaire data indicated that inclusive leadership behaviours, such as openness, accessibility and availability, motivated the subordinates to be engaged in IWB.; and (4) Conclusions: To promote IWB, company leaders then need to effectively engage their followers by taking pride and satisfaction in employee output, which might aid employee workplace and IWB engagement.

Longitudinal studies tracing high-risk samples over decades have illuminated powerful pathways of resilient adaptation among individuals who overcome adversities faced early in life. This research demonstrates resilience is a common phenomenon driven by dynamic interactions between individual traits and environmental resources that enable positive adjustment despite adversity exposure. For clinical social workers supporting clients impacted by childhood trauma, abuse, violence and other adversities, understanding these resilience processes is vital for developing strengths-based, trauma -informed interventions that enhance positive adaptation. This paper synthesizes key findings from landmark longitudinal resilience studies and explores specific practice implications for resilience-oriented clinical assessment, intervention planning, prevention efforts, and social worker training. By integrating resilience research insights, social workers can more effectively identify and cultivate clients' innate capacities for resilience, facilitating a journey towards posttraumatic growth.

This study addresses the influence of working conditions on Work-Related Quality of Life (WRQOL) among Spanish healthcare professionals. The research seeks to elucidate the mediating roles of job engagement and burnout, and the moderating effects of resilience and self-efficacy, in this relationship. Methods: The study included 374 healthcare workers from Spain, encompassing physicians, nurses, and nursing assistants. It employed a methodological approach using validated instruments to assess psychosocial risks, work-life quality, job engagement, burnout, and resilience. Data were gathered through self-reported questionnaires. Results: Key findings indicate a negative association between working conditions and WRQOL. Job engagement and burnout significantly mediated this relationship, accounting for 19% to 33% of the variance in WRQOL. Notably, lack of support emerged as a strong negative factor for work-related quality of life. Additionally, resilience moderated the relationship between lack of support and burnout. Conclusions: The study concludes that improving working conditions could increase WRQOL. Interventions aimed at enhancing engagement and addressing burnout may be effective. The moderating role of resilience suggests that strategies to enhance resilience could also be beneficial. These findings hold significant implications for policy formulation and human resources planning in healthcare, emphasizing the need for enhanced workplace support and the development of resilience among health workers.

The risk factors and positive factors of teleworking have been widely analyzed. Emotional exhaustion has been one of the most studied among them. However, the impact of ethical leadership in virtual environments has remained completely unnoticed. There is no clear answer to whether the ethical leader is a factor that buffers or accelerates stress-related processes in teleworking. Furthermore, the role of perceived work autonomy as a theoretical mechanism that protects against specific adverse psychological outcomes requires more scientific evidence because the results obtained so far are confusing and contradictory. Therefore, this study explores how and when ethical leadership influences emotional exhaustion through work autonomy and teleworking intensity (TI). The sample consisted of 448 professionals from six organizations in the Colombian electricity sector. The mediation effect was evaluated through a four-step procedure, and the moderated mediation model was analyzed using statistical tools such as PROCESS and AMOS macros for SPSS. Surprisingly, our results revealed a positive relationship between ethical leadership and emotional exhaustion, with work autonomy potentially mediating this relationship. However, teleworking intensity (TI) was found to moderate this mediation process. Specifically, the negative impact of ethical leadership on emotional exhaustion was nullified when TI was high. Moreover, a high level of TI strengthened the relationship between ethical leadership and work autonomy, while weakening the positive relationship between work autonomy and emotional exhaustion. In conclusion, our study suggests a potential positive relationship between ethical leadership and emotional exhaustion from the follower's perspective. However, the number of teleworking days can influence this trend, potentially even reversing it. In other words, teleworking intensity (TI) is a resource as its intensity increases, and it can alter the direction of work autonomy and reconfigure the relationship between ethical leadership and emotional exhaustion. This study, to the best of our knowledge, is the first to analyze these variables, significantly contributing to our understanding of the attributes of ethical leadership and its impact on employee well-being.

Clinical academics experience dual workplaces; the clinical and the research environment. However, working in two workplaces leads to difficulty in forming an integrated identity, and hence affects a person’s work environment and well-being. The aim was to explore how clinical academics experience the psychosocial work environment and their suggestions for improving and changing work well-being. A multicenter qualitative approach with group interviews inspired by participatory action de-sign was used. A purposeful criterion sampling strategy was used, selecting researchers affiliat-ed with the university's research network (n=12). Data were analyzed by thematic analysis and the consolidated criteria for reporting qualitative research was applied. The main finding “lack of integration of research in clinical practice”, revealed how clinical academics balanced between the two practices, how their need for belonging in both work environments were established by fellowship, and how motivational factors and role models could be enhanced through a joint commitment of responsibility in research units and clinical practice. This study provides a contemporary understanding of the challenges that clinical academics en-counter and what solutions they would offer. This study adds to knowledge on psychological work well-being and provides solutions on how clinical academics can achieve integration of research in clinical practice.

Causation concepts for work-related musculoskeletal disorders vary among authors and academic disciplines. Major causation concepts are single-event and repetitive motion. The aim of this short communication is to share findings from a recent survey, conducted by the U.S. Bureau of Labor Statistics of United States employers about work-related musculoskeletal cases, and more specifically, about whether the employers regard the cause of their employee’s musculoskeletal problem as being from a single exposure or from multiple exposures. Recommendations are offered for using terminology consistent with employer understandings.

Online transportation services, initially presented as an innovative employment approach by categorizing workers as 'independent contractors', have come to be recognized for their exploitative nature. The notion of 'flexibility' suggests that workers have the autonomy to tailor their hours and location according to their income goals. However, this disguises the true situation for informal workers who lack rights and protections. This study delves into these issues from a psychological standpoint to uncover the mental and emotional interplay between the motivations and exploitation experienced by online drivers affiliated with multiple platforms. The study adopts a qualitative methodology with a phenomenological lens. Data was gathered through thorough interviews, observations, and document analysis, with Interpretative Phenomenological Analysis (IPA) employed as the data analysis technique. The study's participants were five male multi-platform online drivers from the Special Region of Yogyakarta, ranging in age from 18 to 64, and had been associated with at least two platforms for more than a year. The findings highlight two primary themes: firstly, the decision to join multiple platforms is chiefly driven by economic reasons, including a decline in orders, daily earnings, bonus incomes, and the conclusion of the initial profitable phase. Secondly, the exploitative conditions are linked to the platforms' algorithms, which exert control and influence the psychological state of the drivers. Nonetheless, the participants have developed effective strategies to manage fatigue, anxiety, and stress.

This article presents the development of a Faith-Informed Advocacy Model that integrates faith-based principles and values into advocacy efforts within Christian social work. Drawing from the intersection of Christian ethics and social work principles, this model provides a framework for Christian social workers to engage in advocacy work that is grounded in their faith and guided by ethical principles. The article includes case studies that illustrate the application of the model in real-world scenarios.

An experimental investigation on the heat pump performance improvement equipped with the two-phase ejector called “an ejector-expansion heat pump (EEHP)” is proposed. The system performance of the EEHP is compared with a vapour-compression heat pump (VCHP). The improvement potential is determined and discussed. The heat pump test system is constructed which is based on a water-to-water heat pump. It can be experimented with both EEHP and VCHP. The two-phase ejector with the cooling load up to 2500 W is installed for experiment. The results show that the EEHP always produces a higher heating rate and COP than the VCHP throughout the specified working conditions. The heating COP is increased by 5.7-12.2% depending on the working conditions. It is also that under the same heat sink and heat source temperature, the EEHP can produce lower compressor discharge temperature and lower compressor pressure ratio than the VCHP. This is evidence that the two-phase ejector can provide better compressor working characteristics which yields a longer compressor lifetime. It is demonstrated that a key to the performance of the EEHP is the expansion pressure ratio. A larger expansion pressure ratio yields a higher improvement potential when compared with the VCHP.

The purpose of this study was to model the impact of mentoring on women’s work-life balance. Indeed, this study considered mentoring as a solution to create a work-life balance of women. For this purpose, semi-structured interviews with both mentors and mentees of Tehran Municipality were conducted and the collected data were analyzed using constructivist grounded theory. Findings provided a model of how mentoring affects women's work-life balance. According to this model, role management is the key criterion for balancing work-life of women. In this model, antecedents of role management and the contextual factors affecting role management, the constraints of mentoring in the organization, as well as the consequences of effective mentoring in the organization are described. The findings of this research contribute to the mentoring literature as well as to the role management literature and provide recommendations for organizations and for future research.