bluuebunny/crossref_metadata_2025_split 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

Abstract

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 (&gt;99%) and non-Hispanic white (&gt;98%). Mean age was 63 years with mean coal mine employment of 27 years. While &lt;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

Abstract

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

Abstract

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

Abstract

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

Abstract

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

Abstract

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&lt;0.01), efficacy of teaching strategies (-0.257, p&lt;0.01), and efficacy of classroom management (-0.267, p&lt;0.01). Notably, this correlation was more pronounced in women (-0.304, p&lt;0.01) than men (-0.270, p&lt;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

Abstract

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

Abstract

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&lt;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

Abstract

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

Abstract

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

Abstract

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

Abstract

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.