bluuebunny/crossref_metadata_2025 huggingface dataset:
O-265 MENTAL HEALTH OF FORMER U.S. COAL MINERS
Authors: Almberg Kirsten S , Shannon Brett , DeVaughn Alissa , Go Leonard H T , Bonney Tessa , Rose Cecile , Zell-Baran Lauren , Cohen Robert A
Published: July 2024

Introduction

The majority of research and clinical care for coal miners focuses on physical health with little attention to mental health, despite substantial socioeconomic, work-related, and health-related stressors in the industry.

Methods

Using coal miners’ medical records from a West Virginia, U.S. clinic between 2004-2015, we extracted demographic, occupational, and clinical data and calculated the prevalence of depression/anxiety using a systematic keyword search for indications of these conditions. Additionally, we calculated the proportion of miners prescribed antidepressant and anxiolytic medications, and those prescribed opioids.

Results

This population of miners (n = 6,776) was overwhelmingly male (>99%) and non-Hispanic white (>98%). Mean age was 63 years with mean coal mine employment of 27 years. While <10% of miners reported anxiety and/or depression, 27% were taking antidepressant and anxiolytic medications. Thirty percent of miners reported current opioid use. Those prescribed these medications commonly reported experienced or witnessed trauma, loss of physical function, loss of ability to financially support their family, and financial precarity.

Discussion

This study is only the second study of mental health conditions among U.S. coal miners and suggests high rates of depression and anxiety in this population. The rate of prescription opioid use among this cohort is higher than the opioid dispensing rate among U.S. men aged 55 years and older from a similar time period (2008-2018), potentially a reflection of the high levels of chronic pain among former coal miners.

Conclusion

There is a need to fully address mental health in coal miners.
O-272 MANAGING PSYCHOSOCIAL RISKS IN SME
Authors: Kamenov Mario , Titopoulou Maria , Staykova Jeni
Published: July 2024

Introduction

The centre of the research are the SMEs and their employees, especially small companies, situated in rural areas, without appointed OHS officers, their managers and employees have limited access to appropriate training on OHS and in the same time they are uninformed and most affected by the work-related psychosocial risks.

Methods

Both employees (in terms of poor physical and mental health and well-being) and employers (in terms of their survival and sustainability) perspectives are reflected in the research. It combines different approaches, researched across the EU via thorough documents research and recent good practice studies.

Results

The research identifies common measures, which can be applied by all companies and which could be used to set the ground for a comprehensive methodology in psychosocial hazards and risks mitigation, with emphasis on VET and employees’ empowerment.

Discussion and Conclusion

Addressing psychosocial hazards in the workplace is time and resources consuming, so we identified and analyzed the common measures, which can be applied by all companies and which are to set the ground for a comprehensive methodology in psychosocial hazards and risks mitigation. Here are some of them: - Identification of presence and assessment of psychosocial hazards in the workplace. - Introduction of procedures (strengthening organizational legislation and structure) to deal with cases of threats and abuse, psychosocial harassment and discrimination, or action plans to reduce the stigma around mental health and stress, etc. - raising awareness and providing appropriate training to assist employers in preventing the potential negative impact of psychosocial hazards on their employees.
O-277 THE EFFECTS OF AN INTERDISCIPLINARY EMPLOYMENT PROGRAM ON PAID EMPLOYMENT AND MENTAL HEALTH AMONG PERSONS WITH SEVERE MENTAL DISORDERS
Authors: Hijdra Roos , Robroek Suzan , Sadigh Yasmin , Burdorf Lex , Schuring Merel
Published: July 2024

Purpose

This study evaluates the effects of the interdisciplinary employment program ‘Work As Best Care (WABC)’ on employment participation and mental health of persons with severe mental disorders.

Methods

WABC is a ‘work first’ employment program for unemployed persons with severe mental disorders in which employment professionals work closely together with mental health professionals. In a longitudinal non-randomized controlled study, participants of WABC (n=35) are compared with participants of the control group (n=37), who received regular employment support. Participants were followed for one year and filled out questionnaires on individual characteristics and health at baseline, after 6 and 12 months. This information was enriched with monthly register data on employment status from 2015 until 2020. Difference-in-differences analyses were performed to investigate changes in employment participation among participants of WABC and the control group. A generalized linear mixed effects model was used to compare changes in mental health (measured on 0-100 scale) between the two groups.

Results

Before WABC, employment participation was 22.0 %points lower among participants of WABC compared to the control group. After starting WABC, employment participation increased with 15.3 %points per year among participants of WABC, compared to 5.6 %points in the control group. Among participants of WABC, no change in mental health was found (β 1.0, 95%CI -3.4;5.5).

Discussion-Conclusions

To enhance employment participation of persons with severe mental disorders, an interdisciplinary ‘work-first’ approach in which professionals of employment services and mental health services work in close collaboration, is of paramount importance.
O-287 THE ROAD TO INCLUSION: THE CONTRIBUTION OF SUPERVISORY DIVERSITY COMPETENCE AND ORGANIZATIONAL DIVERSITY MANAGEMENT IN PREDICTING INCLUSION AND POSITIVE JOB OUTCOMES – EVIDENCE FROM A LONGITUDINAL ONLINE SURVEY
Authors: Delvaux Ellen , Meeuwssen Marjan , Vandenbroeck Sofie , Delvaux Ellen , Elst Tinne Vander , Meeuwssen Marjan , Van den Brande Whitney , Godderis Lode
Published: July 2024

Introduction

In the organizational literature, there has been a recent shift from diversity to inclusion. Empirical results showed that diversity did not always lead to positive outcomes. In order to flourish, employees with different backgrounds need to feel included. Building on the job – demands resources model and the positive psychology, we aim to investigate whether supervisor diversity competence and organizational diversity management predict positive job outcomes (work engagement, performance, organizational citizenship behavior and innovative work behavior) indirectly via employee inclusion.

Methods

We investigated these relationships in a three-wave online survey study with 967 respondents (time lag of 4 months between subsequent measurement points). We ran a longitudinal autoregressive mediation model using MPlus.

Results

We found a significant positive relationship between organizational diversity management at Time 1 and inclusion at Time 2. Additionally, we found a significant positive relationship between inclusion at Time 1 and work engagement, performance and organizational citizenship behavior at Time 2. We did not find any significant relationships for innovative work behavior and for any of the variables across Time 2 and 3. No mediation effects were found.

Discussion

Our hypotheses were partially confirmed. Organizational-level policies regarding diversity and inclusion do contribute to employees’ feeling of inclusion. Inclusion in turn relates to positive job outcomes. Future research may replicate and extend these findings in a larger and more heterogeneous population.

Conclusion

Our findings contribute to the scientific knowledge on inclusion in the workplace and inform policy makers about strategies to improve inclusion at work.
O-289 HOW SALARY INJUSTICE AT THE TOP LINKS TO AN ORGANISATION’S PSC AND WORKER PSYCHOLOGICAL HEALTH
Authors: Neser Daniel , Lushington Kurt , Dollard Maureen , Zadow Amy , Potter Rachael , Afsharian Ali , Richter Sophie , Parkin Amy
Published: July 2024

Background

On top of decades of restructuring, the Australian university sector faced unprecedented turmoil during the COVID crisis. Through cost-cutting, around 20% of staff in the sector lost employment and those who remained faced significant demands. Yet university finances rebounded and Vice Chancellor (VC) salaries greater than AUD$1m (10x average lecturer salaries) prevailed. Alongside evidence university employees are at high risk for psychological distress given low psychosocial safety climate (PSC) compared to other industries, we sought to investigate how resource distribution injustice (e.g., top-level salary overpayment) relates to PSC and negative psychological outcomes for university staff, using a human-centred and distributive-justice framework.

Method

Data were collected in a longitudinal, four-wave survey of Australian university staff, taken annually from 2020–2023. Individual- and university-level relationships across time were analysed, using PSC, emotional exhaustion, psychological distress and items asking participants their own, head of school, and vice chancellor salary rating.

Results

Almost 80% of the sample believed their VC was overpaid. VC salary overpayment was found to correlate negatively with PSC and positively with emotional exhaustion and psychological distress, at an individual level, university level and across time. Effects were stronger when the discrepancy between VC and own salary rating was assessed.

Discussion- Conclusions

This study suggests distributive injustice through salary excesses prevails in the context of low PSC, higher emotional exhaustion and distress. Salary injustice particularly influences the organisational climate for worker psychological health (PSC) and in turn their psychological health, possibly through the violation of human-centred value system (low PSC).
P-411 ENHANCING TEACHER WELL-BEING: THE IMPACT OF SELF-EFFICACY ON PERCEIVED STRESS IN PUBLIC HIGH SCHOOLS
Authors: Guider Hicham , Hadrya Fatine , Alaiki Ayoub , Boumaaize Zineb , Lafraxo Mohammed , Madhi Youssef El , Soulaymani Abdelmajid , Hami Hinde
Published: July 2024

Introduction

The teaching profession is widely recognized as one of the most demanding and stressful careers. Previous studies have indicated that a robust sense of self-efficacy plays a crucial role in alleviating teacher stress. This study aims to assess the impact of self-efficacy on perceived stress among teachers in public high schools in Tetouan, Morocco.

Methods

In April 2021, we conducted a cross-sectional survey involving 147 teachers of Experimental Sciences after obtaining approval from the provincial education delegation. Data were collected using a carefully designed questionnaire incorporating the Perceived Stress Scale (PSS) and the Teacher Self-Efficacy Scale (TSES), adhering to ethical principles outlined in the Helsinki Declaration.

Results

Among teachers, a negative correlation was observed between perceived stress and the three dimensions of self-efficacy: efficacy of student engagement (-0.249, p<0.01), efficacy of teaching strategies (-0.257, p<0.01), and efficacy of classroom management (-0.267, p<0.01). Notably, this correlation was more pronounced in women (-0.304, p<0.01) than men (-0.270, p<0.05).

Discussion

A low sense of efficacy can lead to decreased self-confidence and a perceived sense of helplessness in the face of professional challenges, resulting in heightened stress levels. This psychological mechanism could trigger various biological responses, such as the activation of the sympathetic nervous system and cortisol release, characteristic of stress reactions. Consequently, these biological responses can manifest as elevated levels of stress, compromising teachers’ mental and physical well-being.

Conclusion

The study underscores the significance of self-efficacy in stress management among teachers. Implementing interventions to bolster self-efficacy and prevent adverse effects of stress on teachers’ health is imperative.
P-413 THE ROLE OF PSYCHOLOGICAL NEEDS SATISFACTION AND APPRAISAL IN THE JOB DEMANDS-RESOURCES MODEL OF BURNOUT AND ENGAGEMENT
Authors: Azrieli Talya , Panaccio Alexandra
Published: July 2024

Introduction

Workplace mental health issues, and particularly burnout (Jackson & Maslach, 1982) are increasing, with detrimental consequences for all. The Job Demands-Resources Model (JD-R; Demerouti, et al., 2001) is one of the dominant burnout models, but there have been inconsistent findings, with demands sometimes leading to positive outcomes. Drawing on JD-R research, the challenge-hindrance framework (Lepine et al., 2005) and self-determination theory (Deci et al, 2001), this study investigates how appraisals and psychological needs satisfaction affect relationships between demands, and burnout and engagement.

Methods

A time-lagged online survey with 2 measurement occasions was conducted with 160 employees across diverse locations and occupations (51.9% women, mean age 30). Data were analyzed using multiple regression and PROCESS.

Results

Hindrance appraisals strengthened the positive relationship between demands and burnout, and demands were negatively related to engagement when hindrance appraisal was high, but positively contributed to it when hindrance appraisal was low. Challenge appraisals weakened a positive relationship between demands and engagement, as engagement remained high regardless of the level of demands. Similarly, positive relationships between demands and engagement were weaker when relatedness and autonomy needs satisfaction were high.

Discussion

Findings suggest hindrance appraisals enhance the negative impact of demands on burnout and reverse potential benefits for engagement. Interestingly, challenge appraisals and satisfied needs weakened relationships between demands and engagement, possibly because when employees perceive their work to be challenging and psychological needs to be satisfied, greater demands is less impactful.

Conclusion

This study highlights the relevance and complex functioning of appraisals and need satisfaction in the burnout/engagement process.
P-419 THE OCCUPATIONAL FACTORS INFLUENCING PHYSICAL WELL-BEING IN NURSES: A SEMI-QUANTITATIVE APPROACH
Authors: Moussa Amen , Hayouni Mohamed Marouen , Machghoul Samia , Merchaoui Irtyah , Amri Charfeddine , Akrout Mohamed , Henchi Mohamed Adnène , Rassas Ines , Chaari Neila
Published: July 2024

Introduction

The well-being of nurses is crucial for their effectiveness in providing quality patient care. This study aims to assess the various occupational factors influencing the physical well-being of nurses.

Methods

A cross-sectional study was conducted from January to April 2015 to assess nurses’ physical well-being in Monastir and Mahdia University hospitals. Ergonomic data were collected through intermittent 15-second observations during a 2-hour period. The data included work classification, communication, patient autonomy, weight, and posture. A custom Excel platform was used for data encoding and semiquantitative analysis.

Results

Older women engaged more in administrative tasks compared to other groups (p=0.01), while younger men were more involved in patients’ care activities such as dressing and handling (p=0.04). Nursing work mainly occurred in a standing posture (p=0.02) with no significant age-related influence on postures. However, it was noted that women were more likely to adopt a seating posture (p=0.02), while men were more inclined to maintain a standing upright posture (p<10-3). A large proportion (78.2%) of nurses reported the need to work quickly (p=0.001), and a substantial percentage (89.1%) felt the job demanded intense work (p=0.001).

Discussion

Age, gender norms, individual preferences, workplace culture, and patient care demands contribute to the observed differences in nurses’ tasks and postures. The perception of high demands arises from the need to work quickly and intensively to ensure timely and optimal patient care.

Conclusion

These findings can be valuable in understanding the occupational challenges nurses face and may help design interventions to improve their well-being and working conditions.
P-424 PRESENTEEISM AND ITS IMPACT ON SAFETY AND PRODUCTIVITY IN CONTRACT WORKERS IN INDIA
Authors: Raja Saransh
Published: July 2024

Introduction

Health issues at the workplace poses a great threat to the health and safety of the workforce leading to increased absenteeism, increased staff turnover and reduced productivity. In the modern era, a new concept came into light, that is Presenteeism. Presenteeism is when an employee or a worker is present at the job, but due to the person’s ailment or medical conditions, not fully functioning at work. Presenteeism proves to be much costlier problem than its productivity reducing counterpart, Absenteeism.

Methods

Literature review, survey using Stanford Presenteeism Scale-6 (SPS-6) and Employee Job Performance Scale. A combination of methods were used to get a comprehensive understanding of presenteeism in the workplace. Each method has its strengths and limitations, and triangulating the data from multiple sources can provide a more accurate and holistic picture of the phenomenon.

Results

Results of the study shows that almost 54% workers performed their even when they were facing some medical issues. The findings indicated a correlation between higher levels of presenteeism and decreased job satisfaction and engagement among contract workers. Presenteeism exhibited a detrimental effect on workplace safety, with contract workers who persisted in working while unwell reporting increased frequency of near-miss incidents when compared to their healthier counterparts. Contract workers who exhibited presenteeism were found to have reduced productivity levels.

Discussion

Presenteeism affects safety in a negative way and reduces productivity in the workplace.

Conclusion

Presenteeism is posing new challenge to workplace health, safety and productivity. Issue has to be addressed in modern context.
P-425 BURNOUT AND JOB SATISFACTION AMONG FACTORY WORKERS IN IBADAN, NIGERIA
Authors: Bello Segun , Abdulrazaq Nihmotallahi
Published: July 2024

Introduction

Factory workers may sometimes be subjected to extreme conditions such as long working hours which may lead to burnout and loss of job satisfaction. This study assessed how burnout dimensions influenced job satisfaction among factory workers in Ibadan, Nigeria.

Methods

The descriptive cross-sectional design study enrolled 391 factory workers from six manufacturing companies in Ibadan, Nigeria. Factory workers were interviewed using a semi-structured questionnaire containing socio-demographic characteristics; job satisfaction using Spector’s 36-item Job Satisfaction Survey (JSS) with nine domains; and burnout level using Maslach’s 22-item Burnout Inventory with the three dimensions of burnout: Depersonalization, Emotional exhaustion and Personal achievement.

Results

Based on the 36-item JSS, respondents’ mean job satisfaction score was 127.41±9.53, with only 4.8% of the respondents satisfied with their jobs. Furthermore, 7.7% of factory workers experienced a high level of burnout, while 43.7% had a moderate level of burnout. Emotional exhaustion (r = -0.469, p = 0.001) and Depersonalization (r = -0.089, p = 0.048) had a significant negative correlation with job satisfaction. In contrast, the third dimension, Personal Achievement (PA), had a weak positive relationship with job satisfaction but was not statistically significant (r = 0.025, p=0.626). Overall, there was a significant association (χ 2 = 9.654, p-value=0.049) and a weak negative correlation (r = -0.120) between job burnout and job satisfaction.

Discussion

As previously documented in other studies, we found a negative relationship between the level of burnout and job satisfaction.

Conclusion

To improve job satisfaction, employers need to put in place policies that mitigate burnout in the workplace.
P-427 JOB STRAIN IN HEALTHCARE WORKERS DURING THE COVID PANDEMIC FIRST WAVE: PREVALENCE AND ASSOCIATED FACTORS
Authors: Yahia Mounira Ben , Hayouni Marouan , Machghoul Samia , Amri Charfeddine , Mohamed Akrout , Chaari Neila , Henchi Adnene , Merchaoui Irtyah , Ines Rassas
Published: July 2024

Introduction

Working in front line during the first wave of COVID pandemic, healthcare workers suffered from an increase in their work demand, resulting in intensifying job strain. Our aim was, therefore, to study the prevalence of job strain and its associated factors among healthcare workers.

Methods

This is a descriptive, cross-sectional study conducted over the period of June to November 2020, among healthcare professionals at the University Hospital in Monastir. Job strain was measured using the Karasek questionnaire in its validated French version. Data were collected using an anonymous questionnaire.

Results

Of the 305 participants in the study, 79% had job strain, of which 12.8% were in iso-strain. Medical practitioners were more prone to job strain (p= 0.014; OR= 2.47; IC95%: [1.18-4.66]). While having an age between 20 and 30 was proved to be a protective factor against job strain (p= 0.007; OR= 0.561; IC95%: [0.36-0.85]), a change in eating habits was found to be an increasing risk factor (p= 0,003; OR= 2.397; IC95%: [1.34-4.26]).

Discussion

The prevalence of job strain can be explained by the nature of healthcare work, which requires a high level of intellectual, emotional, and physical mobilization. It was made worse by the shortage of material and inadequate protective equipment. Nevertheless, younger healthcare workers with healthy eating-habits were more able to manage COVID job strain.

Conclusion

Our results suggest for future organizational preventive measures of workload in sanitary crisis, to lay on younger workers in frontlines and to assure healthy lifestyle habits for them.
P-432 FOSTERING FIREFIGHTER WELL-BEING: LONGITUDINAL STUDY ABOUT MENTAL AND PHYSICAL HEALTH FACTORS IN ESTONIA’S FIRE SERVICE
Authors: Reinhold Karin , Järvis Marina
Published: July 2024

Introduction

Firefighting and rescue operations encompass substantial physical and cognitive requisites within circumstances that are both unpredictable and dangerous.

Methods

The main objective of this study was to assess the levels of physical activity among firefighters while also examining the psychosocial risks they encounter in their work environment. We also investigated the strategies that organizations can adopt to bolster the mental and physical health of firefighters. The research was carried out in the years 2019 and 2023, employing a mixed-method methodology. This approach included both quantitative methods, utilizing the COPSOQII questionnaire to assess psychosocial hazards, as well as a customized questionnaire focused on physical activities and health behaviors. Additionally, qualitative techniques were incorporated, involving the use of semi-structured focus-group interviews with firefighters.

Results

An upward trend in the Body Mass Index (BMI) of rescue personnel has been observed, possibly attributed to insufficient physical activity, unhealthy or inconsistent dietary habits, demanding shift schedules, sleep disruptions, emotionally demanding tasks, or other psychosocial influences. As a suggested course of action, a framework has been proposed to cultivate a culture that prioritizes the physical and mental well-being of workers, aimed at tackling the concerns deliberated earlier. This model draws inspiration from Gunther et al., encompassing four key components: “Why?”, “Who?”, “What?”, and “How?,” each with distinct objectives.

Discussion-Conclusion

The outcomes bear significance for the management of health and safety, along with health promotion strategies, aimed at formulating additional solutions to bolster future objectives in sustaining the operational proficiency of firefighters.
P-435 STOP FOR STRESS – DEVELOPING AN ONLINE INTERVENTION FOR WORK-RELATED STRESS
Authors: Sørensen Lea Nørgaard , Willert Morten Vejs , Pedersen Gitte Laue , Stokholm Zara Ann
Published: July 2024

Introduction

In Denmark, many afflicted with work-related stress will not receive specialised treatment due to limited availability, distance, and stigma. Online interventions can overcome these barriers and are as effective as face-to-face interventions. We aimed at developing a therapist-guided online intervention for work-related stress, Stop for Stress, derived from the evidence-based group intervention, MARS.

Methods

When translating the group-based format to the online format we focused on 1) condensing the therapeutic content into digestible short videos and figures, minimizing blocks of text, and 2) creating a group effect by including case videos of patients portrayed by actors. We performed 2 pilot trials with 15 patients each measuring perceived stress, functional level, and symptoms of depression and anxiety.

Results

Stop for Stress comprises 14 modules including 45 case videos, 12 psychologist videos, 8 animations, 15 voice-overs of models, and more than 50 exercises. Based on evaluations from Pilot1 we implemented the following: 1) three video consultations to promote alliance and motivation, 2) scheduled first login with support, and 3) a fixed weekly time for written feedback. In Pilot2 87% completed the program, and patients improved on all outcomes (p<.001-.012).

Discussion

Stop for Stress poses a feasible and promising format for delivering an intervention for work-related stress. However, results should be taken with caution due to the small sample size and lack of control group.

Conclusion

The intervention is thus ready for a large-scale randomized controlled trial to establish the effectiveness of Stop for Stress compared to MARS.
P-443 EMPLOYEE’S MOTIVATION: A PREDICTIVE MODEL BUILDING APPROACH BASED ON 29 PSYCHO-SOCIAL RISK FACTORS
Authors: Van Dyck Lieve , Verbrugghe Mathieu , Van Hulst Koen , Declercq Bart
Published: July 2024

Introduction

Employee’s motivation is an important topic in occupational psychology. The aim of this study was to build a prediction model of motivation based on real world data from psychosocial risk assessments.

Methods

Mensura, a Belgian occupational health service, developed a psychosocial risk assessment tool, the Sonar, which questions employees on 29 psychosocial risk factors and 7 well-being indicators. Data, collected in 385 companies from 2019 till 2023, were analyzed in this exploratory study. The psychosocial risk factors were rated on a 3-point scale (1-not ok, 2-neutral, 3-ok). Motivation was measured on a 4-point scale (1-not motivated, 4-very motivated). Both stepwise and hierarchical model building approaches were used. Twelve models using linear regression were explored. Criteria for the preferred model included statistical fit, predictive power and parsimony. Specification error and multicollinearity were checked.

Results

Data were analyzed on 36.264 employees of which 3.8%, 95% CI [3.6, 4.0] reported not being motivated, 11.3%, 95% CI [11.0, 11.7] a little motivated, 41.0%, 95% CI [40.5, 41.5] somewhat motivated and 43.8%, 95% CI [43.3, 44.3] very motivated. Nine models had similar fit statistics. Our preferred model included three predictors: satisfactory jobvariation, affiliation with employers mission and employers policy (R2 = 26.0%, RMSE = 0.69, F(6, 10872) = 622.20, p < 0.001).

Discussion

There was no overfitting since the model’s predictive performance in the test dataset equaled it’s goodness of fit in the trained dataset. Next, for explanatory purpose a linear mixed effects model should be used.

Conclusion

This study suggests that immaterial workplace characteristics are paramount for motivation.
P-449 THE DEVELOPMENT OF A BALANCE TRAINING PROGRAMME TO PREVENT FALLS AT WORKPLACE
Authors: Yin Lam Chor , Lo Carol
Published: July 2024

Introduction

Slip, trip, and fall at the same level (STF) have consistently been among the top workplace accidents. In Hong Kong, STF accounts for about 30% of occupational accidents. Manufacturing, retail, accommodation, catering, and construction are some of the higher risk industries. The trend of an aging workforce would mean the problem will become more challenging.

Traditionally, most fall prevention measures focus on the environment, work-related and/or management factors in workplaces.

Methods

This study tries to add one more focal point: the worker himself, with the aim of designing an exercise intervention programme for fall prevention.

93 employees participated in the study. 41 from experimental group followed a 12-week fall prevention exercise programme which includes progressive and diverse balance training, covering static and dynamic balance and resistance. 52 from control group just did general stretching exercise. Participants were required to practice 10-15 minutes, five days a week, twice a day.

Results

indicate significant improvements in the experimental group’s static balance, dynamic balance, agility, leg strength, and explosive power, with no observable change for the control group. Results also suggest that individuals with sedentary or less active lifestyles may experience even greater improvement.

Conclusion

Next step is to plan activities to systematically promote the exercise.
O-299 “HEART CARING” CAMPAIGN – A PEOPLE-CENTERED APPROACH TO PROMOTE HEALTH AND WELLBEING AT WORK
Authors: Yau Bonnie , Lau Enoch , Chor Lam
Published: July 2024

Introduction

Most of the sudden deaths at the workplace not caused by accidents were found to be associated with cardiovascular and/or cerebrovascular diseases from a recent study by OSHC. Most cases had personal risk factors related to unhealthy lifestyle e.g. poor eating habits, insufficient physical activity and chronic smoking, the construction workers and security guards were higher-risk groups.

Material and methods

Hence, in 2022, OSHC partnered with the Labour Department to embark on a 3-year “Heart Caring Campaign” (aiming to achieve “3 Early Interventions” – Screening – Prevention – Management) for them. Employers of the two industries were invited to sign a charter to maximize support and the on-site health checks enabled penetration to the target groups. Employees screened as “at risk” (those with pre or high BP, BMI>23 or central obesity) were invited to join a 12-week online health challenge. Short messages or videos were sent weekly through messaging APP, providing participants with healthy eating, exercising tips or encouragement.

Results and discussion

Since its launch, nearly 1,300 enterprises signed the Charter, and around 3,000 individuals completed on-site health checks. Over 86% were classified as “at-risk” and 62% of them joined an online health course. 87% of the participants considered that the course helped raise health awareness, most with physical health improved (improvement in one or more of the screening indicators). Some better performing participants indicated that adoption of a healthier lifestyle since joining the course helped achieve significant health improvement, including weight lost and improved BP in 12 weeks.

Conclusion

Through the campaign, personalized support was provided to workers and help prevent premature deaths at the workplace.
P-454 UEMS OCCUPATIONAL MEDICINE SECTION: SHAPING POLICY WITH INSIGHTS FROM NORWAY
Authors: Gobba Fabriziomaria , Samant Yogindra , Hindenes Jarand
Published: July 2024

Background

The Union Européenne des Médecins Spécialistes (UEMS) represents national medical specialist associations, including 37 Specialist Sections. A key section is Occupational Medicine (OM), founded in 1997 with broad representation from European countries. The mission of the OM Section is to advance Occupational Medicine across Europe, focusing on the promotion of the health of workers.

Material and methods

To pursue this mission, one of the key roles is the advocacy for OM’s role in society, collaborating with institutions, influencing EU legislation, ensuring training quality, and addressing common concerns.

Results

Occupational Physicians’ (OPs) competencies encompass skills, knowledge, and attitude. The UEMS supports a competency-based approach to medical education, exemplified by Europe’s competencies for Occupational Medicine established in 2000. This document reflects consensus among European OPs regarding training and skills.

Discussion

Norway’s Occupational Health policies offer a notable model. The UEMS-OM Section has examined Norway’s success, emphasizing its tripartite collaborative approach involving healthcare professionals, workers unions, and regulators. This approach harmonizes worker well-being, safety and productivity. By leveraging Norway’s example, the UEMS OM Section could foster comprehensive Occupational Health policies at the European level, cultivating safer and more productive workplaces.
O-308 ASSESSING THE EFFECTIVENESS OF WORKER PARTICIPATION IN THE PREVENTION OF WORK-RELATED PSYCHOSOCIAL RISKS
Authors: Şahan Ceyda , Demiral Yucel
Published: July 2024

Introduction

Ensuring participation is the most important factor that will ensure the effectiveness of work stress initiatives and plays a complementary role in protecting and controlling direct work stress through the concrete implementation of job control. Psychosocial risk should be assessed and monitored to determine the effect of worker participation on preventing psychosocial risks. This research aimed to evaluate the relationship and impact of worker participation in workplaces with other psychosocial risks.

Methods

It is a cross-sectional study. The field study was carried out between 05.03.2023 and 21.05.2023 in two workplaces from the industry(N=484) and construction(N=136) sectors. The number of eligible participants included in the analysis was 592. Worker participation, which is the main independent variable, was used in the EUROFOUND Survey in Europe with worker participation questions administered in Turkish and the KOPSOR Scale for psychosocial risks in working life. Pearson correlation analyzes were performed to evaluate the relationship between worker participation and other psychosocial risks in data analysis.

Results

Eighty-six percent of participants were male and 86.7% were blue-collar workers. Lack of employee participation has been found to correlate with almost all psychosocial risks at work (quantitative demands, cognitive demands, influence at work, possibilities for development, control over working time, meaning of work, commitment to the workplace, predictability, recognition, role-clarity, quality of leadership, social support from colleagues, social support from supervisors, sense of community, insecurity over working conditions, work-life conflict, trust, organizational justice, job satisfaction, and burnout).

Conclusion

Determining policies to increase employee participation is very important to prevent psychosocial risks at workplace.
P-461 ASSOCIATED FACTORS OF WORK-LIFE CONFLICT IN MEDICAL RESIDENTS
Authors: Dhouib Feriel , Errabia Omaima , Kotti Nada , Kchaou Amel , Rmadi Nehla , Masmoudi Mohamed Larbi , Hammami Kaouthar Jmal , Hajjaji Mounira
Published: July 2024

Introduction

Work-life conflict refers to an individual’s inability to meet work and family commitments. It may generate stress and reduce satisfaction in both areas. This study aimed to assess work-life conflict among medical residents and to identify socio-occupational factors related to this problem.

Methods

A cross-sectional study was conducted among medical residents in Tunisia from September 2022 to December 2022 through an online questionnaire.

Results

A total of 140 medical residents participated in this study. According to the SWING scale, the average score of negative impact of work on private life was 10.4. The statistical analysis showed that residents who were female, younger than 30 years, working in the emergency department and having night shifts had higher scores of work-life conflict. However, residents having regular physical activity and working in the psychiatric department showed lower scores.

Discussion

Work-life conflict is a serious problem in medical residents. Our study showed that socio-occupational factors may lead to such a conflict. Appropriate corrective actions on modifiable factors such as the practice of a regular physical activity or the improvement of night shifts policies in hospitals could improve the quality of life of residents. Occupational physicians may play a crucial role for preventing and even solving this problem.

Conclusion

Hospital administrations are recommended to develop family-friendly workplace policies in order to reduce work-life conflict that may lead to the decline of health care services provided by those young doctors.
P-467 ASSESSMENT OF PSYCHOSOCIAL RISKS AMONG PEDIATRIC HEALTHCARE WORKERS
Authors: BARAKATI Emna , BELKAHLA Amira , KHOUJA Nihel , ISMAIL Saloua , HAMMASI Chourouk , BECHRIFA Emna , HSINET Jihene , BENZARTI Aida , BELKAHLA Amira , KHOUJA Nihel , MARZOUK Asma , ISMAIL Saloua , BARAKATI Emna , BOUAZIZ Asma , HSINET Jihene , BENZARTI Aida
Published: July 2024

Introduction

Psychosocial risks can affect any sector of activity. Healthcare workers (HCW) are particularly exposed, especially those specializing in pediatrics.

Aims

To assess the level of work-related stress among pediatric HCW and evaluate its impact on their health status.

Methods

Descriptive cross-sectional study carried out among PS working in a university pediatric department in June 2023. It was based on an anonymous self-questionnaire including the Karasek and Siegrist model.

Results

Thirty HCWs completed the questionnaire. The average age was 37±10 years, with a feminine predominance (83%). They were mainly doctors (37%) and high-qualified technicians (23%), with an average professional seniority of 9 years. 53% of them claimed to be victims of violence at work. They were unsatisfied with their working conditions in 59% of cases. They presented various psychosomatic symptoms linked to stress, dominated by fatigue (72%). These disorders required psychiatric consultation in 39% of cases.

Low decision latitude was found in 80% of cases and high psychological demand in 73% of HCWs. The JOB STRAIN situation was noted in 63% of cases, and ISO STRAIN in 47%. An imbalance in the effort/reward balance was found in 20% of cases.

The quality of work was affected by the notion of delay, absenteeism and neglect at work (respectively 10%).

Discussion

Pediatric doctors present high levels of stress linked to exposure to psycho-organizational constraints, despite their stable professional status.

Conclusion

It is imperative to combat this phenomenon by promoting worker awareness, peer support and recognition for any work done.
O-311 THE CONTRIBUTION OF WORK ACTIVITY ANALYSIS IN ASSESSING THE COMFORT OF PROTECTIVE CLOTHING AGAINST PESTICIDES
Authors: Jolly Caroline , Pierdet Manon , Aubert-Simard Anouk , Negrini Alessia , Masse Samantha Vila , Tuduri Ludovic
Published: July 2024

Introduction

Farmers are exposed to pesticides during handling or other tasks. In Canada, due to the lack of a clear designation, a variety of clothing offering protection against pesticides are used. One of the aims of the ISO 27 065 standard is to standardize the characteristics of protective clothing (PC) in order to provide better protection for farmers.

Methods

A multidisciplinary research project has been developed in order to facilitate the identification of effective PC and improve farmers’ compliance with the requirements of the Pest Management Regulatory Agency (PMRA). It aims to develop a multidisciplinary methodology for evaluating the comfort of VPs dedicated to pesticides, in order to compare ISO 27 065 CP with the protective clothing currently worn by Canadian farmers. This presentation aims to demonstrate the relevance of work activity analysis, as used in ergonomics, in assessing the comfort of PC.

Results

The project was conducted in collaboration with Canadian 11 apple growers, all of whom were responsible for pesticide spraying in their orchards. Preliminary interviews to describe the participants’ socio-demographic profile and their use of pesticides and protective clothing were conducted prior to the spraying season. Filmed observations, coupled with measurement of external skin exposure, were carried out with the apple growers during the pesticide spray preparation-filling and spraying tasks. Thematic analysis of the verbatim and videos documented the components of comfort.

Discussion

The data obtained through work activity analysis thus complemented exposure measurement and questionnaire data collection.

Conclusion

This approach should be used to enrich proposals for task-specific design criteria.
O-316 THE POTENTIAL APPLICATION OF GENE EXPRESSION PROFILES TO PREDICT BIOLOGICAL EFFECTS OF LOW DOSE IONIZING RADIATION EXPOSURE: ARE BIOMARKERS IN HUMAN BLOOD CELLS RELIABLE FOR THE CARCINOGENIC RISK ASSESSMENT?
Authors: Camisa Vincenzo , Prinzio Reparata Rosa Di , Vinci Maria Rosaria , Santoro Annapaola , Coscia Emanuele , Alisi Anna , Panera Nadia , Cannatà Vittorio , Zaffina Salvatore
Published: July 2024

Introduction

Low dose ionizing radiation (LDIR, dose<100mGy) could increase the risk of occurrence of stochastic effects (e.g., cancer induction) in irradiated cells, but also in nearby or distant cells not directly irradiated (bystander effect). The probability of LDIR harmful effects is currently evaluated using the linear no-threshold model for preventive radiation protection purposes. Potential biological dosimeters include several classes of biomarkers: cytogenetic, gene mutation related, nucleotide pool and DNA damage related, and transcriptional and translational changes related.

Methods

Since LDIR can trigger biological mechanisms which alter genome, epigenome, transcriptome and/or proteome before modifying cell differentiation and phenotype, the study of gene expression profiles can improve biodosimetry-based assessment.

Results

The ideal biomarker for occupational radioprotection should differentiate acute from chronic exposure; estimate dose received; identify early and long-term health effects; assess increased susceptibility both during and after exposure in terms of carcinogenic risk. Changes in gene expression may be an early indicator of cellular responses to LDIR, with some genes dose-dependent and others dose-independent. Gene expression profiles derived from microarray technology are used on blood cells for IR doses (between 0.5-10Gy for 4-24 hours).

Discussion

According to the results of in-vivo and ex-vivo studies on human blood cells, IR-specific mRNA transcript profiles have been shown to be as reliable as the gold standard of biodosimetry (Dicentric Chromosome Assay), even among laboratories using different protocols.

Conclusion

Additional research on the individual IR gene signature and possible confounders is required to estimate the true harmful dose and duration, and create a customized radiation protection model for LDIR-exposed workers.
P-475 ELECTROMAGNETIC OCCUPATIONAL HEALTH AND SAFETY PROBLEMS OF CONTROLLED THERMONUCLEAR FUSION AND INNOVATIVE PLASMA TECHNOLOGIES
Authors: Rubtsova Nina , Perov Sergey , Belaya Olga
Published: July 2024

Introduction

The analyses of staff occupationally connected with maintenance and operation of installations included in the Federal Project “Development of technologies for Controlled Thermonuclear Fusion (CTF) and innovative plasma technologies” (2021-2024) electromagnetic safety problems required electromagnetic fields (EMF) full-scale measurements and hygienic assessment in personnel workplaces.

Material and methods

EMF frequency and intensity-time parameters measurements and preliminary hygienic assessment in workplaces of Tokamaks: MEFIST-0, T-11M, TUMAN-3M, FT-2, magnetic trap MK-200M personnel were carried out.

Results

The studies showed very high levels of pulsed magnetic fields (up to 433 mT), despite official regulatory values absence, according to which magnetic component effects mechanisms can be assessed as human health risk factors. Radio frequency EMF levels, despite the short-term exposure, can have adverse human health effects, because in all points of possible employees’ location there were exceeding the maximum permissible values (up to 170 times). 1 Hz-1 kHz frequency range EMF electric and magnetic components amplitude-frequency characteristics peaks may be a human health risk factor too (despite the lack of this frequency range hygienic standards in Russia).

Discussion and conclusion

EMF assessment in examined CTF staff work places pilot study showed that pulsed magnetic field, radio frequency EMF, 1 Hz-1 kHz frequency range EMF electric and magnetic component levels reach very high values and, despite the absence of officially valid regulatory values, according to factor action mechanisms, can be personnel health risk factor. It is very important to take into account the possibility of potentiating effects of ionizing radiation and the multi-frequency electromagnetic field of complex generation modes combined action.
P-476 SKIN, OCULAR AND ORAL DAMAGE FOLLOWING ACCIDENTAL EXPOSURE TO STRONG ARTIFICIAL UV-C SOURCE: EXPERIMENTAL DESIGN AND CLINICAL FOLLOW-UP
Authors: Camisa Vincenzo , Prinzio Reparata Rosa Di , Vinci Maria Rosaria , Santoro Annapaola , Coscia Emanuele , Camillocci Elena Solfaroli , Cannatà Vittorio , Borra Massimo , Zaffina Salvatore
Published: July 2024

Introduction

Ultraviolet radiation (UVR) exposure affects two target organs, skin and eye. New adverse effects were observed in the oral cavity of two healthcare workers after an accidental exposure to a germicidal lamp in hospital pharmacy. After 6-12 hours redness areas appeared on the lips, tip and upper-external surface of the tongue, turned into small painful ulcerations after 24-48 hours and into moderate oral mucositis and glossitis with temporary loss of taste after 8-10 days. Punctate keratopathy, lens opacity and facial rosacea persisted at the 10-year follow-up.

Methods

An experimental on-the-field study was set up to provide a risk assessment of accidental UVR exposure and quantify the accumulated dose in the oral cavity. An adult manikin was adapted to reproduce real exposure in different postures.

Results

The oral mucosa was exposed for 30 minutes (half of the time the workers spent at the workstation). The accumulated radiant energy per unit area was greater than the maximum human biologically effective radiant exposure to UVR of eyes and skin within an 8-hour period according to ICNIRP guideline (30 J/m2). A high dose was recorded for the lips (>100 J/m2).

Discussion

UV-C reaches the epidermis increasing the epithelium photo-damage, also enhanced by the high humidity present in the oral cavity and the absence of the stratum corneum in some areas.

Conclusion

In addition to primary prevention measures (e.g., personal protective equipment, devices, procedures), specific UV exposure limits for the oral mucosa can be useful for preventing and protecting workers’ health.