bluuebunny/crossref_metadata_2025_split huggingface dataset:
O-280 THE DYNAMICS OF WORKPLACE MOBBING: EFFECTS OF SAME DAY AFFECTIVE RUMINATION ON NEXT-MORNING MOOD
Authors: Auweiler Lisa , Pauli Roman , Thissen Maria , Lang Jessica 
Published: July 2024

Abstract

Introduction
Extensive research links workplace mobbing to adverse mental health outcomes (Verkuil et al., 2015). While previous cross-sectional studies suggest rumination may mediate this link (Rosario-Hernández et al., 2018), longitudinal mechanisms and timing remain unclear. This study aims to unravel the influence of workplace mobbing experiences on intrapersonal changes, specifically focusing on the associations between same day rumination and next-morning mood.

Methods
In an ecological momentary assessment, 59 participants completed a baseline questionnaire and provided daily reports on workplace mobbing experiences, same day rumination, and next-morning mood for a week. Utilizing random coefficient modeling for repeated measures, we assessed rumination as a mediator between workplace mobbing and mood.

Results
Analysis of the cross-sectional baseline questionnaire revealed that the negative impact of workplace mobbing experience on wellbeing was fully mediated by rumination (ACME = -5.39, p &lt;.00). Participants reported increased rumination on days with more mobbing during the observation period (b = 0.49, p &lt;.001). However, workplace mobbing had no significant influence on next-morning mood, and this lack of association was not mediated by rumination.

Discussion & Conclusions
The study indicates that workplace mobbing experiences primarily affect same day rumination but do not necessarily spill over into the following morning. The findings underscore the importance of considering both the duration and intensity of workplace mobbing experiences in understanding their impact on mental health. Additionally, they prompt further discussion about the intricate relationship between momentary mood and overall wellbeing, as well as the potential role of recall bias in shaping individuals’ responses to workplace adversity.
O-286 THE VALIDATION OF CHINESE VERSION OF WORKPLACE PERMA-PROFILER AND THE ASSOCIATION BETWEEN WORKPLACE WELL-BEING AND FATIGUE
Authors: Yang Chen-Cheng , Chuang Hung–Yi 
Published: July 2024

Abstract

Introduction
Well-being is an important issue in workplace. One of these assessment tools of well-being, Workplace PERMA Profiler, is based on Seligman’s five dimensions well-being. Prolonged fatigue may last for a long time, leading a great impact on both employees and enterprises. However, rare studies about the association between well-being and fatigue had been investigated. Our aim is to establish the Chinese version Profiler, and to discovery the association between workplace well-being and fatigue.

Methods
The Chinese version was established according to International Society of Pharmacoeconomics and Outcomes Research (ISPOR) task force guidelines. Prolonged Fatigue was evaluated by Checklist Individual Strength (CIS). The reliability was evaluated by Cronbach’s alphas, Intra-class Correlation Coefficients (ICCs), and measurement errors. Moreover, confirmatory factor analysis and correlational analyses were assessed for the validity.

Results
The analyses included 312 Chinese workers. Cronbach’s alphas of the Chinese version ranged from 0.69 to 0.93, while the ICC ranged from 0.70-0.92. The 5-factor model of confirmatory factor analysis revealed a nearly appropriate fit (χ2 (82) = 346.560, Comparative Fit Index [CFI] = 0.887, Tucker-Lewis Index [TLI] = 0.855, Root Mean Square Error of Approximation [RMSEA] = 0.114, Standardized Root Mean Square Residual [SRMR] = 0.060). Moreover, the CIS and its four dimensions were significantly and negatively associated with the Positive Emotion, while they are positively associated with Engagement dimension except CIS-Motivation dimension. Discussion and

Discussion- Conclusion
The Chinese version Workplace PERMA-Profiler indicate nice reliability and validity. Furthermore, all CIS dimensions were negatively influenced by Positive Emotion, while commonly positively associated with Engagement.
O-291 DEVELOPMENT OF A REMOTE PARTICIPATORY WORKPLACE ENVIRONMENT PROGRAM FOR STRESS REDUCTION IN JAPAN
Authors: Yoshikawa Etsuko , Yoshikawa Toru 
Published: July 2024

Abstract

Introduction
Workplace environment improvement programs by using participatory approach are practical methods for enhancing the workplace environment. Owing to the rapid spread of COVID-19, remote technologies, including ICT, have become widespread. We harnessed this technology to develop remote workplace environment improvement programs that focused on primary prevention for mental health. This study aimed to clarify the elements that facilitate workplace-level improvement actions in remote programs.

Methods
Several worksites and nested employees were recruited to participated in 3-6 months remote program. Participants accessed the remote participatory improvement program, followed prescribed procedures to propose improvement plans, and implemented them at the workplace level. The researchers acted as facilitators, overseeing and supporting the entire remote program process in each workplace.

Results
We developed new remote action tools such as digital action checklists and forms for planning and implementing sheets linked with the results of action checklists and chat systems for group discussions. These action tools are utilized to promote worker involvement, promote step-by-step progress, and facilitate a focus on feasible improvements.

Discussion-Conclusions
The remote action toolkit, which we developed, is useful for facilitating wide-ranging improvements. The simple procedures and clear instructions using video/guide facilitated the action-oriented process as well as consensus-building on immediate improvements. The facilitator supported proactive activities in the workplace, preventing disruptions in workplace activities by responding promptly when needed. It was important for the facilitator to facilitate workplace initiatives based on the principles of participatory approach.
P-410 THE FEASIBILITY OF THE PROGRESSIVE GOAL ATTAINMENT PROGRAM IN THE NETHERLANDS ACCORDING TO WORKERS WITH HEALTH PROBLEMS
Authors: De Wit Mariska , Hulshof Carel , van de Zaak Rita Zijlstra Zorg , De Boer Angela 
Published: July 2024

Abstract

Introduction
The Progressive Goal Attainment Program (PGAP) is an intervention developed in Canada aimed at decreasing limiting cognitions and perceptions and increasing work participation. During PGAP, workers participate in a maximum of 10 one-hour sessions with a PGAP coach who encourages them to resume discontinued activities. The objective of this study was to evaluate the feasibility of PGAP in the Netherlands according to workers who were on part-time of full-time sick leave for at least three weeks due to health problems.

Methods
During a 30-minute structured online interview we asked ten workers about their experiences with PGAP. The questions we asked were based on the feasibility framework of Bowen, which describes eight areas of focus that should be addressed in feasibility studies: acceptability, demand, implementation, practicality, adaption, integration, expansion and limited-efficacy.

Results
The ten participants were overall very satisfied with PGAP and perceived it to be feasible. They had the idea that PGAP helped them to obtain more structure during the day and to participate in more activities, including work. Participants mentioned they would recommend PGAP to other workers. However, some participants mentioned that offering PGAP at an earlier stage of sick leave could possibly increase the positive effects of PGAP.

Discussion
The participants in this study perceived PGAP to be feasible. Future studies should indicate whether implementing PGAP is also (cost-)effective in increasing work participation.

Conclusion
The first workers who participated in PGAP in the Netherlands are satisfied about the program and perceive it to be feasible.
P-412 THE PRICE OF ENGAGEMENT; SALARY AND LABOUR COMMITMENT IN EMPLOYEES OF AN AUTOMOTIVE CORPORATE IN MEXICO CITY
Authors: Gamiñio-Vargas Carla Alicia 
Published: July 2024

Abstract

Salary is one of the main motivators of talent at work (Human Capital Factor, 2020), setting a highlighted minimum wage, impacts in the reduction of salaries inequality for workers (OIT, 2003). Work resources, including salaries and personnel management, are important factors in engagement (Bakker, Demerouti & Xanthopoulu, 2011). General

aim
Evaluate the relationship between salary and engagement of employees in an automotive company corporate.

Method
Quantitative, cross-sectional, with field design and correlational, 2021- 2023. Sampling probabilistic for convenience (u=29) U=100. Were applied socio-labor and of wage data questionnaires ad hoc, as well as the UWES-9 Engagement scale by Schaufeli et all. (2006) made up of nine items that reflect the three dimensions (α ≥ 0.80).

Results
Participation was ♂ 54.3% (u=19) and ♀ 45.7% (u=16), with x̄ 32 years (σ= 5.288); 100% (u=35) have completed a bachelor’s degree; with 2 years of permanence in the position and 5 years of seniority in the automotive sector. 74.3% (u=26) of the participants perceive having a fair salary prevailing 48.6% (n=17) neither agree nor disagree with their salary, where 71.4% (n=25) regularly-always feel full of energy at work. A discrepancy between both variables was indicated (p =.088, rho=.310 s=.70)

Discussion- Conclusion
There is no significant incidence of work commitment according to the monetary incentive, however, in some instances, it is a relative factor given to each of the elements. Finally, it is immediately recommended that intervention strategies must be carried out as a benefit to resulting from a greater work commitment by the employees.
P-418 PSYCHOSOCIAL WELLBEING AND PRODUCTIVITY THROUGH ENHANCED EMPLOYEE ENGAGEMENT IN A MANUFACTURING UNIT
Authors: Saha Hero Rajat Kumar 
Published: July 2024

Abstract

Background
High productivity and low attrition are often synonymous with engaged & motivated employees. The Manufacturing unit creates a conducive environment for employees where they feel valued, appreciated and enabled to realise full potential. Study aimed at assessing employee satisfaction score through engagement dimensions & intervention & effect on productivity.

Methods
Cross sectional study was done at 2 measurement points 6 month apart, with in-built engagement survey with 7 dimension scores. The survey measured employees’ satisfaction and engagement scores on various parameters like employee commitment, work, leadership, employee wellness, relationship with reporting managers, workplace ecosystem and learning and growth opportunities. Intervention comprised of implementing 15 action plans around dimensions devised to improve satisfaction and engagement in the organisation by 19 action groups, across functions and locations to work jointly with Human Resources Engagement Champions. A paired sample t-test was used to measure the pre–post intervention statistical differences. Confidence intervals (CIs) and effect size were calculated. A one-way Anova was used for potential confounders.

Results
The survey collected 357 responses (n=452, 79%). The mean difference in satisfaction score & engagement score from pre- to post-test was statistically significant; mean difference = 17.1% (SD = 8.8, 95% CI 14.7–19.5); p &lt; 0.001. and mean difference = 19.1% (SD = 9.9; 95% CI 16.3—21.8); p &lt; 0.001. The correlation analysis of engagement score with satisfaction score was moderate (0.4≤r≤0.59) and satisfaction score & productivity moderate to high (0.4≤r≤0.79)

Discussion and Conclusions
Targeted interventions to increase employee engagement influences satisfaction which leads to increased psychosocial wellbeing & employee productivity.
P-430 PSYCHOLOGICAL SUPPORT FOR HEALTHCARE WORKERS IN A TOTAL WORKER HEALTH® APPROACH: THE RETURN ON INVESTMENT FOR PROMOTING WORKERS’ MENTAL HEALTH
Authors: Dalmasso Guendalina , Prinzio Reparata Rosa Di , Vinci Maria Rosaria , Santoro Annapaola , Dosi Alessia , Ceresi Bianca , Raponi Massimiliano , Camisa Vincenzo , Zaffina Salvatore 
Published: July 2024

Abstract

“Introduction
Work-related distress has visible outcomes on physical and mental health, which can affect work ability and job performance. Collective and individual strategies are useful to mitigate mental health burden in the workplaces.”

Methods
The “Help Point” (HP) initiative is an individual program for distressed workers. It is led by a multidisciplinary team and consists of 6 steps: demand analysis, case assessment, psychological support, feedback, pre-post comparison and monitoring. Thirty-five workers attending the HP program were evaluated in the first two-year experience. Questionnaires were administered using two validated scales, the “General Health Questionnaire-12” (GHQ-12) and the “Short Form-36 health survey” (SF-36) assessing minor psychiatric disorders and quality of life, respectively. Sickness absence days (SADs) have been evaluated in the 6-month and 1-year period. Return on Investment (ROI) was calculated too.

Results
The HP program lasted approximately 4 months, distributed on average over eight meetings. Workers showed a significant improvement of clinical outcomes (p&lt;0.001 for GHQ-12 and p&lt;0.003 for SF-36 scores), which were markedly correlated with the number of meetings with the psychologist (p&lt;0.01 and p&lt;0.03, respectively). A 60% reduction of SADs after one year from the intervention was recorded. ROI was 2.73.

Discussion
The cooperation between the occupational physician, who cares of the worker’s total health, and the psychologist, who is the guide for mental health, is an essential strength of the program success.

Conclusion
The psychological support program showed a consistent effectiveness on improving mental health and can be considered an effective and cost-saving tool able to reduce the risk of distress disorders.
P-433 THE EFFECTS OF MENTAL HEALTH FIRST AID TRAINING ON POSITIVE MENTAL HEALTH AND MENTAL HEALTH LITERACY OF OFFICE WORKERS: A RANDOMIZED CONTROLLED TRIAL
Authors: Mizrahi Vedat , Yegen Ilknur 
Published: July 2024

Abstract

Background
Mental health problems are among the most common health problems today. Aims: This study was a randomized controlled trial in order to determine the effect of mental health first aid training (MHFA) on mental health and mental health literacy (MHL) of office workers in Turkey.

Methods
The study was performed with 102 employees in the intervention group and 109 employees in the control group, who were randomly allocated. The data were collected with positive mental health scale (PMH) and MHL scale via online forms. Intervention group received 8-hour MHFA course. The primary outcomes included autonomy, personal satisfaction, problem solving and self-actualization, self-control, prosocial attitude and interpersonal relationship skills of PMH sub-dimensions. The secondary outcome was mental health literacy. Post-test was administered one week following the completion of the MHFA training.

Results
Following the MHFA training, post-test scores of the PMH scale personal satisfaction, self-control, autonomy, prosocial attitude and interpersonal relationship skills were found to decrease in favor of the intervention group (p&lt;0.05). It was determined that MHL scores of the intervention group increased (p&lt;0.05).

Discussion-Conclusions
Mental health first aid training was determined to be an effective program and can be used in workplaces.
P-434 NEXT-GEN STRESS MANAGEMENT: AI’S REVOLUTIONARY ROLE IN WORKPLACE OCCUPATIONAL HEALTH
Authors: Ferreira Simão , Rodrigues Matilde A , Rocha Nuno 
Published: July 2024

Abstract

Introduction
Occupational stress accounts for nearly half of all lost workdays, underscoring the urgent need for real-time, practical solutions. To address this, we introduced a non-intrusive, multimodal approach for detecting work-related stress, leveraging videoplethysmography and self-reported metrics to capture a comprehensive picture of stress dynamics in real-life settings.

Methods
In our study involving 28 participants over three months, we collected physiological data during their regular 8-hour workdays, supplemented by self-reported measures collected through a specially designed app. This integrative method facilitated the labeling of physiological data with perceived stress levels, subsequently aiding in the development of an accurate stress detection model.

Results
The refined model exhibits an accuracy that exceeds 90% and an F1 score above 92%, highlighting its potential in fostering a healthier work environment.

Discussion
Moving forward, we aim to couple this detection model with a personalized digital coaching module, focusing on user-centric recommendations. This innovative strategy, grounded in user preferences, seeks not only to alert individuals to immediate stress peaks but also offers tailored suggestions for quick stress relief, thereby nurturing sustained engagement and adherence.

Conclusion
Our initiative showcases the feasibility of ethical, unobtrusive stress monitoring, promising a pathway to a healthier workforce by averting potential stress episodes and reducing chronic stress conditions. Future efforts will concentrate on assessing the positive impacts and efficacy of implementing such a recommender system.
P-436 MENTAL HEALTH WELLBEING PRACTICES AT A LARGE INDIAN CONGLOMERATE
Authors: SHAH Divyang , Patankar Asavari , Agwekar Neha 
Published: July 2024

Abstract

Introduction
Health and Well being of employees is of utmost importance in any industry. Mental health issues are increasing in all parts of the world including India. WHO estimates that the burden of mental health problems in India is 2443 disability-adjusted life years (DALYs) per 100 00 population; the age-adjusted suicide rate per 100 000 population is 21.1.

Methods
Larsen & Toubro Limited is an Indian Multinational having its activities from engineering, construction to IT and smart world. The poster will discuss about the company’s initiatives in mental health & wellbeing in 5 spheres: 1)Mental Health Awareness and capacity building, 2) Counseling services to employees and their families - both inhouse and external, 3) Bereavement counseling, 4)Supporting the differently abled children of employees and 5) Specific task groups.

Results
The Value of Investment (VoI) is calculated as below: In the last 5 years since 2018, the number of programs conducted were 39,49,38,176 and 194 respectively. The beneficiaries were 9074, 16726, 12809, 55799 and 25352 respectively each year. In the year 2022-23, out of 194 programs, 37% consisted of webinars, 32% onsite camps, 21% workshops and 10% communication.

Conclusion
Outcome was that few suicide cases were averted due to timely intervention.
P-439 MENTAL HEALTH AND PSYCHOLOGICAL DISTRESS AMONG MEDICAL RESIDENTS
Authors: Es-saffar Salim , Sallemi Imen , Kouki Mohamed Bilel , Hammami Kaouthar Jmal , Hajjaji Mounira , Talouh Malak , Masmoudi Mohamed Larbi 
Published: July 2024

Abstract

Introduction
Medical residents are constantly exposed to high levels of stress and psychological pressures. This study aims to assess the mental health and psychological distress among residents, as well as its determinants.

Methods
We conducted a cross-sectional study of residents working in healthcare facilities over a 5-month period, February to June 2023. Collected data included socio-demographic, professional, clinical and mental health data, which served as independent variables. Psychological distress was evaluated using the K6 scale, the main outcome of the study.

Results
A total of 203 residents responded to the survey, with a mean age of 26.7±2 years. Half had a history of psychiatric issues, and half reported smoking and alcohol consumption. Residents worked an average of 68 hours/week and performed six 24-hour shifts/month. 74.4% perceived an effort-reward imbalance, while 73.9% were at risk of burnout, and 86.2% experienced fatigue. According to K6 scale, 82% experienced psychological distress. Factors associated with psychological distress included a history of psychological issues, workload, addictive habits, and fatigue.

Discussion
This study explores various factors contributing to resident psychological distress. Identifying these factors is crucial for tailoring interventions and support mechanisms. Residency training demands, including sleep deprivation, heavy workloads, and stressors, contribute to a high prevalence of burnout, anxiety, depression, and other psychological issues.

Conclusion
Our analysis of residents’ mental health has shed light on the challenges faced by those grappling with heavy workloads, psychological struggles history, burn-out, and addictive habits. Our findings underscore the pressing need for comprehensive support systems within medical training programs.
P-444 HYPERCONFLICT DYNAMICS WITHIN COMPANIES: FIELD EXPERTS’ PERSPECTIVES ON INTERVENTION METHODS
Authors: Henrotte Christopher , Faulx Daniel 
Published: July 2024

Abstract

Introduction
Hyperconflicts at work are conflicts that are exacerbated from a cognitive, affective and behavioural point of view. They are characterised by a.o. splitting of the workplace into opposing camps and stigmatisation of individuals. This study aims to explore methods used by practitioners experienced in dealing with hyperconflicts, and to search for common ground between these different interventions.

Methods
We conducted semi-structured interviews (helped by an interview guide based on the objectives of our research) with eleven practitioners who have intervened in hyperconflicts. After transcribing the interviews, we applied a content analysis method.

Results
Various strategies were detected, that enrich the intervention when combined: contextualized (adaptative to the context), systemic (integration of several types of intervention), participative. Conditions for the success of this type of action include the commitment of hierarchy and union, a long-term approach, and a clear mandate (everyone’s role in the process). Different roles and positions are adopted by the facilitator during the intervention: availability, a third-party role, preventive, and directive/supportive stances. The intervention can be structured in different stages: preparation, diagnosis, intervention and follow-up. Various success indicators for these interventions were also found. Furthermore, 25 interventions strategies were linked to hyperconflict indicators.

Discussion
The added value of this study was that it focused specifically on hyperconflicts, which are little discussed in the literature. Future studies could focus on specific intervention methods.

Conclusion
Although the practitioners stress the importance of primary prevention, in particular management training and awareness-raising, they advise calling in external neutral parties when an organization is faced with hyperconflict.