Alcohol use among emergency medical service (EMS) providers is an emerging concern given the demanding and stressful nature of the profession, although little research has explored how alcohol fits within EMS culture. This study examined EMS providers’ perceptions of alcohol use and how it intersects with their occupation. Semi-structured interviews were conducted with 31 providers from non-fire-based EMS agencies across the United States. Participants represented a range of licensure levels, agency sizes, geographic regions, and drinking patterns. Interviews explored perceptions of alcohol use, workplace norms, and organizational influences related to drinking. Data were analyzed using an inductive qualitative approach to identify common themes across interviews. Participants described alcohol use as a driving force for social bonding, stress relief, and informal coping with the demands of the job. These findings highlight the importance of considering occupational culture and social norms when developing strategies to address alcohol use and support workforce health in EMS.
This study assesses the health and safety climate (H&SC) in the Ghanaian construction industry and compares the climate in local construction organisations (LCOs) and multinational construction organisations (MCOs). A quantitative research approach using a structured survey based on six H&SC dimensions was used to gather data from 153 experienced professionals. The results reveal that while the workforce is committed to health and safety, they are let down by underdeveloped organisational systems. A significant disparity in H&SC was found between organisation types. Statistical analysis (t-tests) confirmed that MCOs outperformed LCOs, particularly in management commitment, supervisor involvement, health and safety training, and communication. The findings indicate that the superior H&SC in MCOs is likely due to stringent global standards, greater resources, and robust health and safety systems. In contrast, LCOs are hampered by underdeveloped systems and a view of health and safety as a compliance issue rather than a core value. Bridging this gap requires LCO leadership to visibly prioritise health and safety, invest in training, and enhance communication. Knowledge transfer from MCOs could help leverage the workforce’s motivation to improve overall industry health and safety performance.
Employment is an important determinant of psychological, social, and economic wellbeing, yet individuals with mental health disorders often face barriers to workforce participation. This study examined the impact of mental health disclosure on perceptions of trustworthiness, job suitability, and value to the company, focusing on Major Depressive Disorder (MDD), Emotionally Unstable Personality Disorder (EUPD), and schizophrenia. Using experimental vignette methodology, 330 participants evaluated a job candidate before and after a simulated HR background check, which revealed either no diagnosed mental disorder (control condition) or a diagnosis of MDD, EUPD, or schizophrenia. Quantitative analyses indicated that disclosure of mental disorders was associated with declines in perceived trustworthiness, suitability, and value. Qualitative thematic analysis revealed that hiring decisions were guided by concerns about emotional stability, absenteeism, and reputational risk, tempered by considerations of fairness, support, and reasonable workplace adjustments. Across the mental health disorder conditions, rejection rates were relatively low (6–16%). The findings highlight the nuanced role of HR background checks (which can include social media checks) in shaping employability evaluations. The study contributes to understanding how disclosure of mental disorders influences employability perceptions and provides practical implications for fostering inclusive employment practices.
The aim of the study was to identify the characteristics of Aotearoa/New Zealand osteopaths who report often discussing occupational health and safety (OHS) issues with patients. Participants completed a questionnaire, through a practice-based research network, exploring their demographic, practice, and clinical management characteristics. Backward logistic regression was used to identify statistically significant predictors of often discussing OHS issues with patients. Two hundred and seventy-seven (N = 277) completed the questionnaire. One hundred and fourteen participants (41.2%) reported often discussing OHS with patients. Predictors associated with lower odds of often discussing OHS included more years in osteopathy practice (aOR 0.95, 95% CI 0.92–0.98), volunteering as an osteopath (aOR 0.40, 95% CI 0.19–0.91), sending referrals to a massage therapist (aOR 0.49, 95% CI 0.26–0.91) or naturopath (aOR 0.43, 95% CI 0.24–0.79), and working across more than one practice location (aOR 0.46, 95% CI 0.24–0.87). Predictors associated with higher odds included receiving referrals from another osteopath (aOR 2.72, 95% CI 1.33–5.58), often treating work-related injuries (aOR 2.26, 95% CI 1.19–4.30), often discussing medications (aOR 2.21, 95% CI 1.20–4.07), and often discussing physical activity (aOR 7.74, 95% CI 2.42–24.80), though the latter estimate carries considerable imprecision. A significant proportion of Aotearoa/New Zealand osteopaths report discussing OHS issues with their patients. These findings reflect self-reported consultation behaviours and should not be interpreted as evidence of formal occupational health competence or effectiveness. Further research on the nature, content, and outcomes of osteopathic engagement with OHS concerns is needed.
The adversity-activated development reflection tool (AART) has been used therapeutically to capture personal growth arising during adversity. Our mixed-methods study used this tool to assess adversity-activated growth in 854 mental and community healthcare workers during the COVID-19 pandemic. Participants used the tool to describe the positive and negative effects of the COVID-19 pandemic in different life domains (self, family, work, and community). Through an ideal-type analysis of 133 purposively subsampled AARTs, we derived three levels of adversity-activated development (AAD): none, minimal, and deep. Higher levels of AAD were associated with spending more time connecting with friends and family (OR = 1.83, 95% CI 1.23 to 2.75, p < 0.01) and skill development in mental health care (OR = 1.63, 95% CI 1.16 to 2.28, p < 0.01). Deep development was characterised by changes in life priorities, changes in coping, realising strengths and capabilities, and making stronger connections with others. The AART can usefully assess both positive and negative growth, enabling respondents to convey the complexities of their experiences in their own words, whilst allowing the levels of overall self-development to be distilled. Our findings reinforce the value of promoting social connectedness and skill development to facilitate employee growth during collective occupational stress.
(1) Background: The global expansion of teleworking has increased concern regarding musculoskeletal pain associated with home-based working conditions. This study quantified the prevalence of musculoskeletal pain among Brazilian teleworkers and explored ergonomic and environmental factors associated with the distribution of physical symptoms and the multisite pain burden. (2) Methods: A cross-sectional survey was conducted between June and August 2024, analyzing 184 valid responses from teleworkers across various professional sectors. Data were collected via an online questionnaire assessing sociodemographic characteristics, workstation ergonomics, and musculoskeletal symptoms using the Nordic Musculoskeletal Questionnaire (NMQ). Statistical analyses included Pearson’s chi-square tests, logistic regression, and exploratory Random Forest modeling to prioritize predictors. (3) Results: Musculoskeletal pain was reported by 74% of participants, with the lower back (40.8%), neck (36.4%), and upper back (30.4%) being the most frequently affected anatomical regions. The primary ergonomic and environmental factors associated with pain reports included discomfort with the desk and mouse, suboptimal thermal comfort, and prolonged sitting. Odds ratios demonstrated strong statistical co-occurrence between recent and 12-month pain reports, particularly for the shoulders, reflecting overlapping recall indicators rather than temporal symptom progression. (4) Conclusions: Musculoskeletal pain is highly prevalent among Brazilian teleworkers, showing clear links to localized workstation inadequacies and overlapping short- and long-term symptom reporting. These findings highlight the need for targeted institutional occupational health policies, such as ergonomics training and adjustable furniture provision, while future longitudinal research remains essential to confirm causal pathways.
Overexertion, usually caused by manual material handling (MMH), often leads to work-related musculoskeletal disorders (WMSDs). These can be prevented during MMH tasks by redesigning them to include sufficient rest periods. Task characteristics play an important role in the redesign of the job. This study evaluated the effect of five task characteristics—weight, duration, frequency, distance, and angle of symmetry—at two levels on the maximum voluntary contraction recovery rate (Muscle Voluntary Contraction Recovery Time (MVCRT), defined as the time required for the muscle to recover to 80% of the initial Maximum Voluntary Contraction (MVC) value) of the muscles and developed a work-rest interval model based on these task characteristics. The results show that the weight and duration had a significant effect on MVCRT, increasing it by 32% and 21%, respectively. The interaction between frequency and distance also significantly impacted MVCRT. A simplified mathematical model was developed and validated by comparing a set of the model-generated data with experimental data. The simplified regression model demonstrated moderate predictive capability with an R2 value of 0.52. The ANOVA shows no significant difference between the data. The study’s results and mathematical models can be used during task design to reduce WMSDs. Because approximately 48% of the variability in MVCRT remained unexplained, direct application of the model to establish worker-specific work-rest intervals may result in underestimation or overestimation of recovery requirements. Therefore, the model should be interpreted as a preliminary estimation framework.
The COVID-19 pandemic intensified concerns about burnout in healthcare leadership, yet evidence specific to nurse managers remains fragmented. This integrative review synthesized recent research, organized burnout-associated factors using the Job Demands–Resources (JD–R) model, and examined pre-pandemic and pandemic-era shifts in research focus. Following Whittemore and Knafl’s methodology, four databases (Ichushi-Web, PubMed, CINAHL, and MEDLINE) were searched for peer-reviewed quantitative, qualitative, and mixed-methods studies published from 1 April 2019 to 31 August 2025 that examined burnout levels, prevalence, or related factors among nurse managers. Extracted findings were mapped to Job demands, Job resources, and Personal resources and compared according to the data-collection period. Twenty-five studies were included, with substantial heterogeneity in burnout instruments and cutoff values. Core job demands related to managerial responsibility, workload, and resource management were identified throughout the literature, while pandemic-era studies additionally highlighted frequent protocol changes, heightened uncertainty, and fear of infection. Key resources included organizational support, positive team communication, peer support, and adequate workload and material resources, and resilience was more frequently reported in pandemic-era studies. Overall, the findings demonstrate how crisis-related shifts in demands and resources shape burnout risk among nurse managers and support the application of JD–R–informed, context-adaptive prevention strategies. They also underscore the need for standardized burnout assessment and more robust interventional and longitudinal research.
The main aim of this study was to investigate the association between areas of worklife and work engagement in the development of burnout syndrome among self-employed and institutionally employed psychologists. Using a cross-sectional quantitative design, three scales validated for the Brazilian population were applied: the Burnout Assessment Tool (BAT), the Areas of Worklife Survey (AWS), and the Utrecht Work Engagement Scale (UWES). A total of 180 psychology professionals participated, with a predominance of women participants (88.3%); the majority were aged between 24 and 29 years. The hypothesized relationships among variables were tested using Structural Equation Modeling (SEM). The results revealed a strong negative correlation between BAT domains and dimensions assessed by the UWES, confirming the inverse association between engagement and burnout. A positive association between areas of worklife and engagement was also confirmed. However, no negative association between areas of worklife and burnout was found, and no evidence supported a mediating role of these areas in the relationship between engagement and burnout. Although areas of worklife independently influenced both engagement and burnout, their mediating role in this relationship was not supported by the data. These findings point to the complexity of the interactions among these variables and indicate relevant directions for future research.
Background: This study synthesizes findings on precariously employed workers’ self-reported feelings of severe or extreme anxiety and depression, along with their experiences accessing mental health services. Methods: This mixed-methods research included surveys (N = 259) and interviews (N = 40) with precariously employed workers in Ontario, Canada, conducted from November 2020 to July 2021. Inclusion criteria included: (i) not being directly employed, being self-employed, or a gig worker; (ii) not working full-time; (iii) not holding a permanent or open-ended contract; (iv) performing informal work; or (v) being recently unemployed. Results: The adjusted, statistically significant odds of reporting severe or extreme anxiety or depression were higher among workers with greater precarity (2.28), self-employed workers with no employees (3.61), gig or platform workers (3.08), workers earning less than 60% of the median income (2.75), and those unsure whether their hours would vary in the next three months (2.59). The odds were lower (0.22) for workers with some or little income variation in the previous three months. Interview participants described chronic stress, worry, anxiety, depression, and overall negative wellbeing linked to their precarious employment. Despite an increased need for mental health services, participants reported similar difficulties accessing them. Interpretation: To improve access to mental health services, sustainable intersectoral solutions with demonstrated potential are required, including increasing social and health expenditures, revising labor market legislation, and reorganizing the delivery of employer-dependent health services. Recommendations are made for solutions at various levels, including those that could be adopted by medical practitioners.
Purpose: This study aims at the modification and psychometric evaluation of the “revised Illness Perception Questionnaire” (IPQ-R) for occupational dermatological rehabilitation. Methods: First, the questionnaire was modified for application in occupational dermatology. Subsequently, 254 patients of an inpatient rehabilitation programme participated in a cross-sectional survey. Afterwards, the dimensional analysis of the IPQ-R was conducted using principal component analysis. Separate analyses were conducted for the illness representations and the causal attribution scale. Results: A total of 228 participants were included in the analysis (age: M = 48.2 years; SD = 12.0; 53.9% female). The patient acceptance of the questionnaire was high (response rate 87.3%; rate of completion between 92.5% and 98.4%, N = 254). The IPQ-R for occupational dermatology consists of 29 items in the domain of illness representations, which include seven factors (illness coherence, emotional representations, consequences: implications for the structuring of own life, consequences: financial and social impacts, treatment control, personal control, and timeline acute/chronic). Six of these scales have acceptable-to-good internal consistency (Cronbach’s α 0.72–0.84); for one scale, the internal consistency is Cronbach’s α = 0.66. A separate analysis of the causes resulted in eight factors (psychological causes at work and during leisure time, attributions outside the workplace, skin cleansing and skin protection measures, behaviour-related risk factors, causes at work, other risk factors, external factors that cannot be influenced by the person, and climatic influences) with a total of 30 items. Five of the eight scales have an acceptable-to-good internal consistency (Cronbach’s α 0.71–0.83), and three scales are just below the acceptable range (Cronbach’s α 0.63–0.66). Conclusion: Overall, the initial psychometric results of the IPQ-R for occupational dermatology were satisfactory. However, additional validation steps are still required. The following differences to the original model should be considered when interpreting the available results: the factor “timeline cyclical” could not be replicated in this field of application. Additionally, two factors with different thematic emphases in the “consequences” section, besides effects on the personal way of life, social and financial consequences, became visible as well.
Same-level falls are the most frequent occupational accidents, yet traditional manual analysis of accident reports is labor-intensive and limits large-scale prevention strategies. In this pilot study, we aimed to evaluate the accuracy of using large language models (LLMs) to automate the classification of occupational accident text data without task-specific pretraining. We analyzed data from 2619 same-level-fall-related injury cases, using expert manual classification as the reference standard. Four models—GPT-4o mini, GPT-4.1 mini, GPT-4.1, and o4-mini—were compared using accuracy and Cohen’s kappa. The o4-mini model demonstrated the highest performance, showing statistical superiority in the complex “causal agent” category with 72.8% accuracy. For other classification tasks, the top models achieved accuracies of 82–92%, with Cohen’s kappa coefficients > 0.7, indicating substantial agreement with expert judgments. These findings suggest that LLMs can classify occupational accident text with substantial agreement with the expert-derived reference standard in this dataset. This automated approach enables efficient, high-frequency analysis of large datasets, offering a promising tool for large-scale occupational accident surveillance and screening.
In architecture and construction, it is common practice to use acrylic products with a high flammable content, ranging from lacquers designed to improve the curing of concrete and mortar to resins that provide protection, sealing, flexibility, and elasticity. The drying process of the treated surface involves the formation of vapours of volatile organic compounds (VOCs); to prevent these from creating a potentially hazardous flammable atmosphere, a procedure is presented that establishes the maximum application rate for solvent-based products, providing equations that relate the maximum application area and the minimum drying time to the available air velocity in the work area. The results are provided for both indoor and outdoor applications. A maximum application rate is established to prevent the creation of areas classified as fire or explosion hazards: 1.5 m2/h indoors and 1 m2/h outdoors. When this is carried out at an ambient temperature of 20 °C, and from 40 °C upwards, it is not possible to apply the varnishes in practice without creating a flammable atmosphere.
Firefighters are regularly exposed to occupational stress and potentially traumatic events. However, few evidence-based, fire service-specific interventions exist. Brief, mindfulness-based interventions may help address these challenges by improving regulation skills and reducing psychological distress. This pilot randomized controlled trial primarily evaluated the feasibility and acceptability of a one-session, group-based, virtual mindful attention training workshop developed specifically for firefighters, with secondary evaluation of preliminary efficacy. Firefighters (N = 82) were recruited from multiple fire departments across a large U.S. Southwestern metropolitan area and randomized to the mindful attention workshop (n = 45) or a waitlist control condition (n = 37). Feasibility outcomes were mixed, with strong enrollment among eligible participants (74.5%) but relatively low workshop attendance among those randomized to the intervention (53.3%). A total of 24 firefighters completed the workshop and found it to be helpful, informative, and relevant to the challenges faced in the fire service, with group processes characterized by high comfort, understanding, and low conflict. However, no significant between-group differences were observed in reductions in symptom severity or increases in mindfulness-based outcomes. Post hoc descriptive analyses revealed that most firefighters expressed strong interest in digitally delivered mental health content and the vast majority perceived online or app-based firefighter-specific mental health resources as helpful. Findings indicate mixed feasibility, strong acceptability among attendees, and a lack of preliminary efficacy, and highlight directions for refining intervention delivery of this pilot workshop and evaluating clinical impact in future trials.
Long COVID affects an estimated 10-20% of SARS-CoV-2 survivors with heterogeneous, multi-system symptoms persisting for months to years, contributing to significant workforce disruption and reduced functional capacity. This exploratory study identified symptom clusters following SARS-CoV-2 infection, examined associated personal and clinical characteristics, and assessed work status across clusters. Among 273 individuals from a single clinical site, we used baseline surveys to capture long COVID symptoms and 2-week follow-up surveys to assess work status, and applied K-means clustering to identify symptom groupings. Three preliminary clusters emerged: Cluster 1 ("brain fog"), characterized by fatigue (96%), difficulty remembering (97%), and difficulty concentrating (94%); Cluster 2 ("undifferentiated"), with low prevalence across all symptoms; and Cluster 3 ("persistent acute"), marked by cough (92%), congestion (80%), headaches (78%), and body aches (78%). Notably, among Cluster 1 ("brain fog") respondents, 44% reported not working, and approximately half attributed their work absence to COVID-related symptoms. These hypothesis-generating findings suggest that neurocognitive symptom clusters may be associated with greater work absence in some individuals, though the small number of respondents limits firm conclusions. The findings suggest that targeted occupational rehabilitation strategies may warrant further investigation as potential strategies for individuals experiencing post-infectious cognitive impairment following SARS-CoV-2 infection.
High-involvement work systems (HIWSs) have been an important organisational aspect in increasing employee job performance. However, the high-involvement work system is often looked at collectively using one dimension instead of through the individual dimensions of the work system. Using the power, information sharing, rewards, and knowledge (PIRK) model, the present cross-lagged study aims to examine the influence of the individual dimensions of the PIRK model on employees’ opportunities for skill development and emotional job demands, subsequent quality of work (QoW) and the processes involved. This quantitative cross-lagged study involved 120 New Zealand (NZ) employees (80.8% female; mean age = 32.4 years) from various industries. The results showed a significant positive effect of opportunities for skill development on employees’ QoW. In addition, the four dimensions of the PIRK model had significant positive effects on opportunities for skill development. However, only the information-sharing and knowledge dimensions produced a significant negative effect on emotional job demands. Opportunities for skill development mediated the relationship between the four dimensions of the PIRK model and employees’ QoW, whereas emotional job demands only mediated the relationship between the information-sharing and knowledge dimensions of the PIRK model and employees’ QoW. This study contributes to the limited cross-lagged and longitudinal research on human resource work systems and provides empirical evidence on the role of the organisational work system in supporting employee QoW through opportunities for skill development and emotional job demands.
The objective of this research was to examine the effects of sexual and generalized harassment in the workplace on risk for all-cause mortality in a sample (n = 1745) originally drawn from a university workplace and followed over a 24-year period after baseline. Eleven timepoints of data on self-reported workplace harassment were collected between October 1996 and February 2021, at time intervals ranging from one year to 13 years, and linked to mortality data (n = 249 deaths) from the National Death Index through December 2021. We used proportional hazards modeling to examine the risk for all-cause mortality associated with workplace harassment (as measured by a modified version of the Sexual Experiences Questionnaire and the Generalized Workplace Harassment Questionnaire) occurring in the previous time period. We also examined differential risk by gender for White and Black study participants. In fully adjusted models, experiencing generalized harassment (GH) was associated with significantly increased hazard of mortality at the next time point for White women (HR = 1.03, p < 0.01). Experiencing sexual harassment (SH) was associated with a trend-level increase in the hazard of next-time-point mortality for Black women (HR = 1.05, p = 0.09). Neither SH nor GH was associated with increased hazard of mortality for men. Workplace interventions to address harassment, stronger enforcement of sexual harassment policy and law, and enactment of policy and law to prevent generalized harassment and bullying may contribute to the reduction of all-cause mortality among working women.
The Occupational Health and Safety Act 1993 and its attendant regulations in South Africa require industries to implement occupational health programmes informed by corresponding occupational health (OH) hazards. The programmes are only inferred and, in certain instances, non-prescriptive, leaving employers with the discretionary latitude to adopt and adapt preferred model programmes. On the other hand, the cited act and the health regulations are enforced using a combination of both prescriptive and performance-based regulatory approaches. Amidst implemented OH programmes and regulatory inspection and enforcement, occupational disease prevalence in the South African industry persists. This study identified the regulatory organisation, enforcement, and reporting practices of occupational health programmes in South Africa. This qualitative study analysed seven health-related regulations of the Occupational Health and Safety Act 1993 in South Africa, and 114 company reports (51 sustainability and 63 integrated reports). The frequency of conducting OH programme aspects was clearly prescribed and enforced through the prescriptive regulatory framework. Training, personnel, and risk assessment methods were the most ambiguously regulated programme aspects, and their enforcement varies between prescriptive and performance-based regulatory frameworks. Ninety-nine companies reported implementation of generic occupational health and safety programmes, with twenty-one reporting specific OH programme implementation. The current state of affairs complicates both employer compliance obligations and regulator enforcement efforts. The situation is compounded by an absence of model programmes in some instances and requires policy reforms.
This study examines how Empowering (EL), Responsible (RL), and Ethical Leadership (EtL) relate to employees’ perceptions of Decent Work (DW) in a Portuguese public university, using the Job Demands–Resources (JD-R) framework. DW, defined by dignity, equity, and security, was assessed across seven dimensions. A total of 226 faculty, researchers, and staff completed validated measures of EL, RL, EtL, and DW. Results showed moderate to strong positive correlations between leadership styles and DW, especially for Fundamental Principles and Values at Work (DW1), Fulfilling and Productive Work (DW3), and Health and Safety (DW7). EL displayed the strongest associations with fairness, inclusion, and psychological safety, while RL and EtL were more closely linked to accountability and ethical climate. Analyses by role and education revealed systematic asymmetries, with leaders and highly educated employees reporting more favorable experiences. High intercorrelations among leadership styles (r ≈ 0.87–0.90) suggest an integrated values-based leadership pattern. In contrast, weaker associations with structural dimensions such as workload and social protection highlight the limits of leadership influence on DW. These findings advance research on DW in higher education and underscore leadership development as a lever for institutional justice and well-being.
Firefighters are exposed not only to predictable fire effluents and fuels released during combustion, but also to novel man-made chemicals intentionally added to consumer products. In this paper, policies, processes and regulations adopted to recognize the diseases created by these hazards within the UK and internationally are examined and the problems and solutions illustrated. Diseases include but are not restricted to occupational cancers. Many diseases remain unrecognized in the UK industrial disease prescription system and may not have been detected because of a lack of health surveillance and screening. Hence, assessing the impact of firefighters’ exposures requires active surveillance for the expected and the unexpected. Comprehensive health monitoring and health surveillance with a preventive focus is needed. The broadest range of available tools should be considered to better establish exposures and their consequences, including risks to both male and female firefighters. The paper identifies some recent positive global approaches to firefighter health surveillance, monitoring and disease recognition that could and should be adopted in the UK.
