BackgroundHealthcare workers faced immense challenges during the early COVID-19 pandemic, contributing to their psychological distress. Female workers have been shown to be at higher risk, but most studies only measured birth-assigned sex, thereby overlooking sociocultural (gender) differences.ObjectiveTo examine the respective roles of sex and gender in the association between COVID-19-related occupational stressors and psychological distress among healthcare workers over time during the early phase of the pandemic.MethodsThis longitudinal study examined 382 Canadian healthcare workers (12.8% male, 87.2% female; 92.9% white) monitored weekly over 8 weeks during the first two waves of the pandemic. Using sociodemographic and work data, we developed a composite gender index and investigated how sex, gender, and COVID-19-related stressors related to psychological distress (anxiety, depression, posttraumatic stress) using linear mixed models.ResultsCOVID-19-related stressors were associated with higher distress. A more feminine gender score, but not female sex, predicted higher distress. A modest interaction was observed based on a small subgroup, suggesting lower anxiety and posttraumatic stress among medically vulnerable workers with higher feminine gender scores. Overall distress decreased modestly over time, although models explained a limited proportion of variance.ConclusionThese findings underscore the need to go beyond birth-assigned sex in mental health assessments of healthcare workers during public health crises.
BackgroundHealth is a fundamental human right that must be protected without discrimination, and ensuring equal access to healthcare, especially for migrants, is a core principle of modern health systems.ObjectiveThis study aims to examine health professionals' intercultural competence and investigate how this competence influences their attitudes toward immigrants.MethodsData were collected using two validated instruments: the Intercultural Competence Instrument for Health Professionals (20 items, for subscales) and the Determining Attitudes of Health Professionals Toward Immigrants Scale (14 items, three subscales). The study sample consisted of 353 health professional working in two public hospitals in Kocaeli, Türkiye. Data were analyzed using descriptive statistics (frequency and percentage), the relationships between participants' demographic and professional characteristics and their intercultural competence and attitudes towards immigrants were examined using Pearson correlation analysis, and the effect of intercultural competence on attitudes towards immigrants was evaluated using multiple linear regression analysis.ResultsThe findings revealed significant differences in intercultural competence scores according to professional role, educational level, and experience working with immigrant populations. Attitudes toward immigrants also differed significantly depending on whether participants had experience providing care to immigrant patients. Correlation analysis showed a strong and statistically significant negative relationship between intercultural competence and negative attitudes toward immigrants.ConclusionThe findings highlight the importance of improving intercultural competence among health professionals to promote more positive attitudes toward immigrant patients and to enhance the quality of culturally responsive healthcare services.
BackgroundAlthough public discourse on new forms of employment has shifted to X (formerly Twitter), integrated, cross-category evidence remains scarce. This study offers a comparative map of public perceptions by jointly assessing visibility and latent themes for all nine Eurofound forms.ObjectiveThe aim of this study is twofold: (i) to identify which employment forms receive greater public attention on X, and (ii) to uncover the latent themes structuring user discourse on these forms.MethodsA corpus of 14,442 publicly available English-language X posts was compiled and preprocessed using standard text cleaning, stopword removal, and n-gram construction. Latent Dirichlet Allocation (LDA) models with varying topic numbers were estimated, and coherence/perplexity diagnostics guided model selection. Descriptive analytics and intertopic distance visualisations supported interpretation of the model outputs.ResultsExploratory analysis shows higher visibility of ICT-based mobile work (18.7%), interim management (17.6%), and job sharing (approximately 12%) in query distributions. LDA identified ten coherent themes, led by interim management and leadership (17.7%), digital work platforms (14.0%), and teleworking (13.8%). Diagnostic metrics and intertopic maps (t-SNE) indicate internal consistency and thematic distinctiveness. Intertopic maps reveal hybrid perceptions, especially between flexible work and job sharing. Public debate often highlights social protection, job security, and regulatory gaps.ConclusionsFindings suggest that, alongside continuing concerns about worker protection, attention on X is dominated by technologically mediated flexibility and interim leadership. Mapping all nine forms within a single social media corpus provides a comparative lens to inform labour-market governance and organisational practice.
BackgroundResearchers often file unsolicited comments included in data collection in the bottom drawer and exclude them from data analysis, despite such comments capturing raw and unfiltered perspectives. Research on psychological reactance often relies on direct measures, such as surveys or self-reports. While useful, these methods overlook spontaneous unsolicited comments, which are a critical source of unfiltered emotional insight that provides the explanatory context necessary to interpret observed outcomes, rather than merely describe them.ObjectiveThe aim of this study was to analyse unsolicited comments from employees in a workplace behavioural change intervention that used a choice default option design.MethodThe study sample comprised 139 desk-based employees working across government sites. The data consisted of unsolicited comments included in email correspondence from employees requesting withdrawal from the study.ResultsWe identified two themes that reflected the presence of reactance motivation. These were negative cognitions (e.g., thoughts of unfairness) and anger (e.g., aggressive feelings towards the nudge), which are consistent with reactance models. Various sub-themes such as hyperbolic discounting and anxiety indicated the various emotional pathways for the development of reactance.ConclusionsOur findings indicate that the use of a choice default option nudge as a design to bridge the gap between intention and action to change health behaviour can trigger negative spill-over effects which led to non-compliance. Given the unsolicited comments were accrued over a 12-month period, the trade-off between perceptions of a loss of freedom of choice and improved health might be acceptable to some individuals.
BackgroundProfessional quality of life (ProQoL) encompasses the positive and negative experiences associated with one's professional role. Accurate assessment of ProQoL necessitates psychometrically sound instruments.ObjectiveThis study examined the reliability and validity of the Short Professional Quality of Life Scale (Sh-ProQoL) in a sample of Arab nurses.MethodsA cross-sectional design was employed using convenience sampling. The study included 200 nurses from hospitals in Dubai. Psychometric evaluation comprised assessments of reliability and inter-scale correlations. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were conducted to determine the factor structure. Convergent validity was assessed through average variance extracted (AVE) and Pearson correlation coefficients between the Ar-Sh-ProQoL and external measures: Job Satisfaction (JS), Perceived Quality of Care (PQC), and Intention to Leave (ITL).ResultsThe scale and its subscales demonstrated strong internal consistency, with test-retest reliability coefficients of ICC ≥ 0.70. EFA and CFA supported a 3-factor structure for the Ar-Sh-ProQoL, explaining 74.57% of the total variance. Factor loadings from EFA ranged from 0.73 to 0.87, and CFA yielded acceptable fit indices: χ2/df = 1.51, RMSEA = 0.05, GFI = 0.96 and CFI = 0.98. Square root AVE values ranged from 0.87 to 0.88, and AVE values ranged from 0.75 to 0.80, confirming strong discriminant and convergent validity. The scale also showed significant correlations with JS (r = 0.51), PQC (r = 0.45), and ITL (r = 0.48).ConclusionThe Ar-Sh-ProQoL demonstrated robust psychometric properties and is a valid and reliable instrument for assessing the ProQoL among Arab nurses.Conclusion: The Ar-Sh-ProQoL, consisting of nine items, demonstrated robust psychometric properties and is a valid and reliable instrument for assessing the professional quality of life among Arab nurses.
BackgroundNon-regular workers in South Korea account for approximately 37% of the workforce and face elevated risks of occupational injury, yet empirical research on their return-to-work (RTW) outcomes remains limited.ObjectiveThis study aims to (1) compare RTW outcomes between regular and non-regular workers over a four-year observation period, and (2) identify group-specific predictors of RTW using a multidimensional framework encompassing individual, psychological, health-related, social, and workplace factors.MethodsData from 2643 occupationally injured workers were drawn from the Panel Study of Workers' Compensation Insurance, a nationally representative dataset spanning four annual waves (2018 to 2021). Random-effects panel multinomial logistic regression models were estimated separately for each employment type, supplemented by a pooled interaction model to test between-group differences.ResultsNon-regular workers were more likely to remain unemployed or be reemployed at a different workplace, whereas regular workers were more likely to return to their original jobs. Self-efficacy and social interaction were associated with RTW in both groups, though their effects operated through different pathways. Labor union presence was significantly associated with RTW only among regular workers.ConclusionsNon-regular workers experience structurally distinct RTW patterns following occupational injury. The findings highlight the need for targeted interventions that strengthen psychological and social resources for non-regular workers, alongside institutional reforms to support their sustainable reintegration.
BackgroundWorkplace adaptation among employees with psychiatric disabilities is heterogeneous. This study identified workplace-adaptation profiles and examined their associations with proactive behavior and retention-relevant differences, particularly turnover intention.ObjectiveTo clarify distinctive characteristics of workplace adaptation by examining how proactive-behavior types are associated with workplace-adaptation profiles and whether those types differ across tenure categories.MethodsUsing survey data from Japanese private-sector companies and special-purpose subsidiaries with 1-3 years of organizational tenure, we conducted hierarchical agglomerative cluster analyses to derive workplace-adaptation profiles and proactive-behavior types and examined their associations, including with tenure categories.ResultsThree workplace-adaptation profiles were identified, representing distinct configurations of socialization, affective commitment, job satisfaction, and turnover intention, and proactive-behavior types showed patterned associations with these profiles. Higher proactive-behavior types were more frequent in the high-adaptation, low-turnover-intention profile, whereas lower proactive-behavior types were more common in profiles characterized by lower adaptation and higher turnover intention. Proactive-behavior types were not significantly associated with tenure categories within the restricted 1-3-year range.ConclusionsWorkplace adaptation among employees with psychiatric disabilities is heterogeneous, and proactive behavior is linked to workplace-adaptation profiles in patterned rather than uniform ways. These findings support profile-informed workplace support, although the results should be interpreted as correlational.
BackgroundHealthcare workers face challenges such as intense work tempo, irregular working hours and high patient expectations. This situation may affect the happiness and performance of employees, as well as the quality of health services.ObjectiveThe aim of this study is to reveal the relationship between organizational health perceptions, happiness and job performance of health personnel working in a university hospital.MethodThe data were collected from 350 healthcare workers between December 2023 and January 2024 by face-to-face survey method. Organizational Health Scale, Oxford Happiness Scale and Employee Performance Scale were used as measurement tools. Data were analyzed with SPSS 22.0 and AMOS 26.0 programs; descriptive statistics, correlation analysis and Structural Equation Modeling (SEM) were applied.ResultsAccording to the correlation analysis, there was a positive and low level relationship between organizational health and happiness (r = .359) and a very weak but significant relationship with performance (r = .136). A moderately significant relationship was found between happiness and performance (r = .252). According to SEM findings, organizational health significantly predicted happiness (β = 0.98, p < .001), while happiness predicted performance (β = 0.14, p = .002). The direct effect of organizational health on performance was not significant (β = 0.23, p = .077). In subgroup analyses, differences were observed according to occupational groups and length of experience.ConclusionsOrganizational health is a determinant of employee happiness, and happiness increases job performance. Therefore, it is recommended that healthcare organizations develop strategies that focus on employee well-being.
BackgroundPhysiotherapist is a professional who knows human movement and ergonomics, but can be subject to work-related musculoskeletal disorders (WRMDs).ObjectiveTo determined WRMDs epidemiology in physiotherapists working in Portugal, describing the most frequent locations, types and mechanisms of injuries, and the associated risk factors.MethodsThe sample was constituted by 1828 physiotherapists, being 1194 (65.3%) female, aged 21-66 years. A questionnaire was used for data collection. Data were analyzed using logistic regression.ResultsWRMDs prevalence throughout professional practice, in the last 48 h and in the 12-month period were, respectively: 54.6%, 15.9%, 38.1%. In the last 12 months, 1294 injuries were measured. The injury proportion was 0.38 (CI95%:1.83-2.59) and injury rate was 0.035 injuries per 1000 h of Physiotherapist practice. The most common WRMDs types were low back pain (375; 32.72%), neck pain (26.35%) and tendinopathy (183;15.97%), most common in the shoulder (124; 67.8%). The most frequent injury mechanisms were repetitive tasks (452; 21.64%) and exhaustion from long hours of work without rest (266; 12.73%). Women were 2.13 (CI95%: 1.71-2.64;p < 0.001) more likely to develop WRMDs, physiotherapists aged 30 years or older were 1.23 (CI95%::1.01-1.50;p = 0.042), those who practiced physical exercise had 1.31 (CI95%:1.07-1.61;p = 0.010) more probabilities, those classified as overweight had 1.29 (CI95%:1.03-1.60;p = 0.024) more chances and physiotherapists who treated 50 or more patients per week were 1.37 (CI95%:1.13-1.67;p = 0.002) more likely to have WRMDs.ConclusionsThere was a high prevalence of WRMDs in the analyzed sample. It is necessary to implement labor strategies in order to reduce the risk of injuries.
BackgroundAccurate hand anthropometry underpins ergonomics, product design, medical applications, and occupational safety. Direct caliper-based measurement (DM) is labor-intensive and operator-dependent, whereas two-dimensional flatbed scanning (SC) has been advanced as a faster alternative, with validity for small anatomical landmarks remaining uncertain.ObjectiveThe objective of this study was to quantify between-method agreement and time efficiency of two-dimensional flatbed scanning (SC) relative to direct caliper measurement (DM).MethodsIn this study, 56 hand dimensions (36 lengths, 20 breadths) were obtained from 40 Thai adults (20 males, 20 females) by DM and SC. Between-method agreement were evaluated using mean absolute error (MAE), technical error of measurement (TEM), relative TEM (%TEM), and the coefficient of reliability (R). Time efficiency was quantified from average technician time and participant handling time.ResultsPre-specified acceptability criteria (MAE ≤ 1 mm; TEM ≤ 2 cm; %TEM ≤ 1.5%; R ≥ 0.80) were satisfied by 42 of 56 dimensions (75%). Lengths and general breadths showed high agreement with the reference and strong repeatability (%TEM < 1.5%; R > 0.95), whereas small features-particularly finger-joint breadths < 25 mm-exhibited larger errors (%TEM 2.25-4.90%) and lower reliability (R < 0.80). Technician time was reduced from 30.85 to 14.10 min with SC, and participant handling was minimized (∼2.10 min).ConclusionOverall, SC can be adopted as a rapid, low-burden method for most hand dimensions, while refined protocols (e.g., increased image resolution, controlled hand pressure and posture, or equipment calibration) are indicated for sub-25-mm landmarks to ensure precision and strengthen population-specific anthropometric databases.
BackgroundBreast cancer survivors often face substantial challenges in social reintegration, the process of resuming roles, relationships, and community participation after treatment. However, existing research has largely focused on Western contexts, with limited attention to how cultural factors shape these experiences in non-Western settings, particularly in China.ObjectiveTo explore breast cancer survivors' experiences of social reintegration and provide insights for developing culturally sensitive interventions.MethodsA qualitative study was conducted between June and November 2024. Using purposive sampling, we recruited 16 breast cancer survivors. Data from in-depth, semi-structured interviews were analyzed using Braun and Clarke's reflexive thematic analysis approach.ResultsFour major themes were identified: (a) reorganization of personal capabilities, including recovery of physical function, enhancement of psychological resilience, improvement of skills and knowledge, and enhancement of self-efficacy; (b) continuation of productive activities, including recovery of work capacity and workplace reintegration, and return to family roles; (c) regular participation in social activities, including construction and expansion of social networks, participation in public service and volunteering, and cultivation and demonstration of interests; and (d) reconstruction of post-cancer identities, including remodeling of self-identity, lifestyle adjustment and integration, and spiritual and emotional growth.ConclusionsThe findings highlight the need to comprehensively consider survivors' personal experiences and social support when developing more effective social reintegration intervention programs. Future research should further explore the effectiveness of various intervention strategies to facilitate better integration and adaptation among breast cancer survivors.
BackgroundIn the contemporary organizational environment, outcomes can be both positive and negative. Personality characteristics are significant contributors. Machiavellianism is a significant correlator of work-related counterproductive work behavior.ObjectivesThis study investigates whether perceived organizational fairness mediates the relationship between Machiavellianism and counterproductive work behavior and whether job autonomy moderates this relationship among employees in the private sector banking industry.MethodsThis study used a cross-sectional research design. Primary data were collected using a structured questionnaire from 435 banking professionals. Stratified random sampling was used to obtain a representative sample of major private-sector banks in South India. The analysis was performed using SmartPLS (v.4.1.0.6).ResultsThe findings suggest that Machiavellian workers tend to exhibit negative work behaviors more than their counterparts with non-Machiavellian traits in an organization believed to have low levels of organizational fairness. In contrast, job autonomy was observed to have a strong moderating influence on the correlation between Machiavellianism and counterproductive work behavior.ConclusionThis study emphasizes that promoting fairness in organizational actions and empowering employees based on job autonomy are viable measures for discouraging destructive behaviors in the workplace. These insights offer important guidance to organizational leaders, indicating that by adopting a holistic approach, a work culture where negative behaviors occur infrequently and behaviors that lead to sustained performance can be established.
BackgroundFirefighting is a physically demanding and hazardous profession. Work-related musculoskeletal disorders (WMSDs) and declining work ability threaten workforce sustainability and public safety. Despite its critical importance, comprehensive occupational health data on this population remains limited in certain regions.ObjectiveThis study evaluated the Work Ability Index (WAI) and its occupational health correlates among Turkish firefighters.MethodsThis cross-sectional study examined 428 active-duty male firefighters from major Turkish cities using three validated instruments: the Work Ability Index, Nordic Musculoskeletal Questionnaire, and International Physical Activity Questionnaire. Multivariable linear regression modeling identified independent predictors of work ability.ResultsMean WAI score was 42.66 ± 5.08, with 11.2% having poor or moderate work ability. High prevalence of overweight/obesity (76%) and WMSDs particularly lower back (16%) and neck (12%) was observed. Age was the strongest independent predictor (β = -0.277, 95% CI: [-0.221 to -0.087], p < 0.001). WMSDs showed robust negative association with work ability (β = -0.200, 95% CI: [-3.080 to -1.187], p < 0.001) when controlling for age and physical activity. Chronic disease was significantly associated with lower WAI scores (p < 0.001).ConclusionWhile the overall work ability of active-duty Turkish firefighters is high, age-related decline and chronic health conditions are significantly associated with reduced capacity. These associative findings highlight the need for targeted health surveillance, though they must be interpreted cautiously due to potential healthy worker survivor bias inherent in such physically demanding occupational cohorts.
Background The scope of research on pregnancy and menopause is growing, but the actual workplace changes that can support women during these transitional stages are falling behind. Objective To understand various interactional processes on the work floor that hamper changes in the context of an academic hospital we (i) explore how female nurses and doctors experience pregnancy and menopause in the workplace, and (ii) what management knows about these experiences. Methods This is an empirical qualitative exploratory study based on semi-structured interviews (n = 21), focus groups (n = 2) and discussion groups (n = 2) with female nurses and doctors, male and female managers, occupational specialists and external experts (in total N = 33). The focus groups and dialogue sessions were used to enrich and to validate the results. The data was analysed with the use of MAXQDA and followed the grounded theory approach. Results Three processes were identified: (1) internalisation of work ethos that transforms maternal bodies into work instruments; (2) self-silencing and physical invisibility of maternal bodies as survival strategies; and (3) normalisation of silence about pregnancy and/or menopause at all levels of the organisation. Conclusion Maternal bodies of the female employees become instruments of providing care and disappear in the workplace. These processes are facilitated by the current structure of an academic hospital and are a part of the organisational culture within the healthcare system in the Netherlands. Making these processes open to discussion will contribute to development of the tailor-made education and interventions involving all stakeholders.
BackgroundThe rapid digitalisation in the maritime sector has introduced new psychological risks; however, the non-linear pathways of digital burnout remain under-researched.ObjectiveThis study aims to investigate the multifaceted nature of digital burnout among seafarers by identifying key demographic drivers and latent risk profiles.MethodsA hybrid analytical framework was employed, integrating traditional ANOVA with K-Means clustering and explainable artificial intelligence (XAI) tools, specifically SHAP and Decision Tree classifiers, to analyse survey data from Turkish seafarers.ResultsWhile ANOVA identifies age, income, and experience as significant drivers, machine learning reveals complex risk pathways. K-Means clustering identified three distinct profiles, with the high-risk group (Cluster 0) exhibiting critical Digital Ageing (45.12) and Emotional Exhaustion (21.90) scores. Decision Tree analysis indicates medium income as the primary root node for burnout stratification. SHAP analysis pinpoints mid-to-late career experience (16-20 years) and being a Deck Officer as the strongest catalysts for exhaustion, whereas younger age (21-25) and lower experience (6-10 years) act as protective buffers.ConclusionsDigital burnout in the maritime sector is a spectrum condition driven by professional hierarchy and career midpoint pressures, rather than mere technology use. Findings underscore the necessity for human-centred digital policies and targeted resilience initiatives to safeguard the global maritime workforce's mental well-being.
BackgroundTextile spinning mill workers are exposed to airborne cotton dust and particulate matter, which are associated with respiratory symptoms and impaired lung function.ObjectiveThis study aimed to evaluate the prevalence and severity of respiratory symptoms among textile spinning mill workers and to assess the impact of occupational dust exposure on pulmonary function.MethodsA cross-sectional study was conducted among 180 textile spinning mill workers. Data were collected using a structured questionnaire to assess respiratory symptoms and through pulmonary function tests to evaluate lung function. Indoor air quality was monitored by OIZOM Polludrone to measure particulate matters (PM2.5 and PM10 concentrations), which were compared to permissible thresholds.ResultsThe study found that the levels of PM2.5 and PM10 in the textile spinning mills were much higher than the recommended limits, averaging 186.02 µg/m3 for PM2.5 and 826.66 µg/m3 for PM10. The results showed a high rate of respiratory problems among workers. About 15-20% had byssinosis, 10-12% had chronic bronchitis, and 8-10% had asthma.ConclusionMany workers also reported frequent coughing, chest tightness, and shortness of breath. Pulmonary function tests indicated reduced lung function in workers exposed to cotton dust. Key measures like FEV1 and FVC were lower than normal, and the FEV1/FVC ratio suggested obstructive lung conditions. The study highlights the severe respiratory health risks associated with cotton dust exposure in textile spinning mills. The findings emphasize the need for improved occupational health and safety measures to reduce dust exposure and protect worker health.
BackgroundIn recent years, the increasing demand for educational innovation and quality has created multiple occupational stressors for teachers. Long-term exposure to these stressors increases the risk of burnout, which influences mental and public health. Although numerous studies have evaluated the effectiveness of stress reduction interventions for educators, a gap exists in evidence-based research on mindfulness-based interventions (MBIs), specifically targeting this professional group.ObjectsThis study aims to evaluate the overall effects of MBIs on teachers' work stress.MethodsThis systematic review and meta-analysis focused on randomized controlled trials (RCTs) to evaluate the effectiveness of MBIs in alleviating teachers' work-related stress. Following the Preferred Reporting Items for Systematic Reviews and Meta-analyses 2020 guidelines, we searched five databases (PubMed, EMBASE, Cochrane, Web of Science, and PsycINFO) for relevant RCTs up to July 2025. We assessed the risk of bias using Cochrane RoB 2 tool.ResultsPooled data from 13 trials (N = 2119) showed that, compared with the waitlist control group, perceived stress significantly decreased after intervention (standardized mean difference, SMD = -2.37, 95% CI = [-4.40, -0.35]. Additionally, mindfulness levels increased (SMD = 0.59, 95% CI = [0.39, 0.79], p < 0.001), and negative emotions decreased (SMD = -0.95, 95% CI = [-1.27, -0.62], p < 0.001). However, the presence of methodological and clinical heterogeneity requires a cautious interpretation of these results.ConclusionFindings suggest that MBIs serves as an effective tool for reducing general perceived stress and improving teacher well-being. Results also emphasize the need to design and conduct studies with long-term follow-up.
BackgroundThis study explored the optimal design of workplace emotional skills training, focusing on emotional blackmail, emotional intelligence, and emotional contagion. Emotional management is crucial to individual performance and organizational operations, particularly in high-stress or uncertain environments.ObjectiveTo identify key workplace emotional indicators, evaluate their importance, and provide practical recommendations for course design to improve employee well-being and organizational effectiveness in the high-tech industry.MethodsA modified Delphi method was employed to establish workplace emotional indicators, and the fuzzy analytic hierarchy process was then used to determine the indicators' relative weights. This study's expert panel included human resource managers, management personnel, and employees with substantial experience in the high-tech sector.Results"Cultivating emotional intelligence" (0.468) was the most crucial dimension, with "self-motivation" (0.320) and "interpersonal relationships" (0.209) being the key indicators. In the "recognizing emotional blackmail" dimension, the key indicators were "work stress management," "blackmailer characteristics," and "blackmail victim characteristics." The main focus of the "managing emotional contagion" dimension was "positive emotion cultivation," which supports team performance.ConclusionsEmotional intelligence is central to managing emotional blackmail and remaining resilient in high-stress environments. The present findings highlight the value of long-term emotional training programs, focusing on self-motivation and emotional regulation at the individual level and the cultivation of positive emotions at the organizational level. Employee turnover may serve as a contextual, long-term outcome, but short-term measures such as engagement and conflict reduction are more appropriate indicators of a program's effectiveness.
BackgroundPhysical education (PE) teachers work in highly interactive settings where regulating emotions is a routine yet resource-intensive requirement, potentially increasing occupational strain.ObjectiveGrounded in Conservation of Resources theory and the Job Demands-Resources model, this study examined how three emotional labor strategies-surface acting, deep acting, and genuine expression-relate to emotional exhaustion among Chinese primary and secondary school PE teachers, and whether social support moderates these associations.MethodsUsing convenience sampling, questionnaire data were collected from 1483 PE teachers. After controlling for gender, age, teaching experience, marital status, and education level, moderated regression analyses were conducted to test direct and interaction effects.ResultsSurface acting and deep acting were positively associated with emotional exhaustion, whereas genuine expression was negatively associated with emotional exhaustion. Social support significantly buffered the positive associations of surface acting and deep acting with emotional exhaustion, but did not significantly moderate the association between genuine expression and emotional exhaustion.ConclusionsEmotional labor strategies show differentiated links with emotional exhaustion among PE teachers in China. Strengthening social support may help mitigate the adverse effects of resource-draining regulation strategies, offering context-specific implications for burnout prevention and occupational well-being in school settings.
BackgroundChronic neck and back pain is a prevalent issue among caregivers of individuals with special needs, often worsened by the physical and emotional demands of caregiving. Telerehabilitation has emerged as a promising alternative to conventional physiotherapy, offering accessible, home-based interventions.ObjectiveTo compare the effectiveness of telerehabilitation and conventional physiotherapy in reducing pain, fatigue, and caregiver burden while improving quality of life in caregivers with chronic neck and back pain.MethodsThirty caregivers aged 20-60 with chronic neck and back pain were enrolled in a randomized, controlled trial. Group 1 (telerehabilitation) received a structured, digitally monitored exercise program for 12 weeks. Group 2 (conventional physiotherapy) received 4 weeks of supervised in-person treatment, followed by 8 weeks of unsupervised home exercises. Group 3 served as a control group.ResultsThe telerehabilitation group demonstrated greater improvements across all outcomes compared to both the conventional physiotherapy and control groups. However, differences in follow-up intensity and supervision may have contributed to these findings.ConclusionsTelerehabilitation appears to be an effective and practical alternative to conventional physiotherapy for caregivers, particularly when in-person access is limited. Interpretation of findings should consider variations in delivery and monitoring across groups.
