bluuebunny/crossref_metadata_2025_split huggingface dataset:
O-284 THE NEXUS OF HEALTH, MOTIVATION, AND PERFORMANCE: A STUDY OF THE FACTORS AFFECTING WORKERS INTENTION TO WORK DESPITE ILLNESS AND THEIR WORK PRODUCTIVITY
Authors: Mohd Sobri Hanani Nabilah , Yusoff Hanizah Mohd , Sundaram Vevya , Kadir Nor Ba’yah Abd 
Published: July 2024

Abstract

Introduction
The significance of intention to work while having Musculoskeletal Disorders (MSD) often goes unnoticed despite its substantial impact on work behavior and performance. Understanding the factors influencing this intention and its connection to productivity is pivotal for implementing effective interventions.

Methods
A cross-sectional study was conducted to explore the relationship between intention to work and work productivity among workers with MSD who had completed the Return-to-Work (RTW) program. The InToWork questionnaire were disseminated online. The moderating effect of work factors on the significant associated factors were also examined.

Results - Discussion
322 workers were included in the study. 62.1% exhibited full work attendance, while 71.4% reported high work performance over a four-week period. Infrequent follow-ups with physicians (OR2.233, p=0.001), intention to work while ill due to workplace social support (OR1.028, p=0.014), and poor sick leave support (OR 0.948, p=0.003) significantly influenced work attendance. Factors such as age below 40 (OR1.834, p=0.021), mild pain disability (OR2.391, p=0.011), and intention to work while ill due to poor sick leave support (OR0.960, p=0.036) were found to associate with high work performance. The relationship between physician follow-ups and work attendance was moderated by the provision of work equipment, while intention to work while ill due to workplace social support and work attendance was significantly moderated by modification of work procedure. Ergonomic work demand significantly moderated the relationship between intention to work while ill due to poor sick leave support and work performance.

Conclusion
This study underscores the importance of addressing workplace intervention and sickness absence policy to increase workers productivity.
O-288 CULTIVATING A HEALTHY AND JOYFUL WORKPLACE - HONG KONG EXPERIENCE
Authors: YAU Bonnie , LO Carol , Chor LAM , LAU Enoch 
Published: July 2024

Abstract

Introduction
As most adults spend over half of their waking time at work, workplace is the ideal place to promote healthy lifestyle, thus achieving total wellbeing. Besides occupational disease prevention, Hong Kong Occupational Safety and Health Council (OSHC) endeavors to promote physical and mental well-being through collaboration with employers in recent years.

Methods
OSHC partnered with health and labour authorities to launch the “Joyful@Healthy Workplace” Campaign and the Mental Health Charter in 2016 and 2020 respectively.

Results
Both campaigns emphasize mental well-being with the former having added focus on “Healthy Eating” and “Physical Activity. Facilitation, free promotional materials, expert advice and free on-site workshops were provided to enterprises who signed the Charters, undertaking to promote well-being at work. To date, some 3,000 enterprises (covering around 720,000 employees) have joined both or one of the Campaigns To encourage enterprises to invest in well-being programmes for employees, and to facilitate continuous improvement, OSHC run prestigious annual Best Practices Award for companies. Sharing Session cum Award Presentation Ceremony hosted by senior Government Officials were organized such that companies could exchange and compare notes and learn from the Winning companies.

Discussion and conclusion
Observable improvements were noticed in recent years where companies are quick to adopt others’ best practices and innovate on new measures to promote well-being. Reduction in sick leave and presenteeism, and improvement in staff retention and work satisfaction were reported by many companies who have been actively promoting well-being. A healthy and joyful workplace could achieve a win-win situation for all.
O-290 ANTECEDENTS OF WORK ENGAGEMENT IN DIGITALIZED WORK ENVIRONMENTS: A STUDY OF KNOWLEDGE WORKERS IN THE BALTIC STATES
Authors: Urbanaviciute Ieva , Lazauskaite-Zabielske Jurgita , Ziedelis Arunas , Jakstiene Rita 
Published: July 2024

Abstract

Introduction
Intensified digitalization in the contemporary world of work may considerably alter the psychosocial working conditions, which in turn, affects employee performance and well-being. While there is an extant body of research on traditional working environments, the knowledge about resources that are the most pertinent for employees in digitalized workplaces is still incomplete. To address this gap, we draw on the Job Demands-Resources theory (Bakker & Demerouti, 2017) to investigate the drivers of work engagement in the context of high versus low work digitalization.

Methods
Our sample consisted of 1635 salaried employees from the Baltic states (Latvia, Lithuania, and Estonia), who participated in the 2021 edition of the European Working Conditions Survey. A set of positive working conditions (i.e., job and organizational resources), pertaining to autonomy, co-worker relationships and personal development, were investigated as predictors of work engagement. Multigroup linear regression analyses were performed, comparing employees subjected to a different level of work digitalization.

Results
Significant between-group differences in the predictive patterns of work engagement were observed. Skill use at work was the strongest predictor overall, whereas the role of other resources was dependent on the digitalization component. In low digitalization settings, co-worker relationships were more salient than autonomy. The opposite pattern was found in highly digitalized work environments.

Discussion
Our findings unravel job and organizational resources for work engagement in the changing world of work, implying that work digitalization may determine which resources are the most pertinent.

Conclusion
Organizations may need to leverage resource optimization strategies depending on the level of work digitalization.
P-416 AN APPROACH TO IDENTIFY AND ENUMERATE WORK RELATED SUICIDE CASES
Authors: King Tania , LaMontagne Anthony 
Published: July 2024

Abstract

Introduction
While most suicide deaths occur among people of working age, the role of work in protecting from, or increasing the risk of, suicide is a relatively inchoate area of research. Moreover, there is little consensus on how to identify and count work-related suicide.

Methods
Adopting an occupational health & safety perspective on work-related suicide, we assess evidence related to different work exposures and develop an integrated framework to guide the identification and enumeration of work-related suicide.

Results
We define work-related suicide as death by suicide that is wholly or partly related to—and caused by—work or working conditions. We find that work-related suicide likely accounts for at least 10-15% of suicide deaths worldwide. According to our proposed schematic, any death by suicide among those working for profit or pay should be considered in terms of potential work-related causes. These include whether the deceased: had access to means through their work; had an adverse experience arising from a work-related injury; was exposed to working conditions that increased the risk of suicide. Such conditions could include exposure to: trauma on the job; adverse physical, chemical or psychosocial working characteristics; normative work environment with high stigma and discouragement of helping behaviours; normative environment promoting extreme orientation to work.

Discussion
Our detailed schematic summarises potential work-related causes of suicide and provides a framework for the investigation of work-related suicides.

Conclusion
Work-related suicide represent a substantial preventable burden globally. Workplace suicide prevention activities require a stronger emphasis on improving working conditions.
P-420 SELF-REPORTED REASONS FOR SICKNESS PRESENTEEISM - RESULTS FROM FOUR CONSECUTIVE SURVEYS OF THE WORKING POPULATION IN LATVIA
Authors: Lakisa Svetlana , Matisane Linda , Gobina Inese , Vanadzins Ivars 
Published: July 2024

Abstract

Introduction
The decision of an employee to work despite being ill can be related to work demands, personal circumstances, or attitudes and might differ among employees with different socio-demographic backgrounds. This study aimed to assess self-reported reasons for sickness presenteeism within different sociodemographic groups in Latvia.

Methods
The study sample of 6368 hired workers was pooled from four national cross-sectional surveys from the period 2006 - 2018. The associations between socio-demographic factors and presenteeism were analyzed by using logistic regression and calculated as odds ratios which were adjusted for gender, age, education, and survey year.

Results
On average, every tenth respondent reported sickness presenteeism during the last year, odds of sickness presenteeism were higher for females (aOR=1.34) and among respondents belonging to age groups of 25–34 years (aOR=1.51) and 35–44 years (aOR=1.45). The most often reasons for working while ill presentees have reported a lack of possibilities for replacement (27.7%), financial considerations (25.5%), different work-specific aspects (17.4%), and that illness was mild (14.0%). In females no possibilities for replacement were the most frequent answer, but, in males - financial considerations. For the oldest group three most frequent reasons are those which are not mentioned among the top three reasons in other age groups – a sense of responsibility or feeling guilty and fear of losing a job.

Discussion- Conclusions
Self-reported reasons for working while being ill show significant differences in most sociodemographic groups. There is need for further research on reasons for sickness presenteeism in different types of working environments.
P-422 EXAMINING THE BUFFERING EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT (POS) ON THE RELATIONSHIP BETWEEN JOB DEMANDS AND PSYCHOLOGICAL DISTRESS
Authors: Odagami Kiminori , Nagata Tomohisa , Purwito Adi Nuri , Mori Koji , Odagami Kiminori , Nagata Tomohisa , Adi Nuri Purwito , Mori Koji 
Published: July 2024

Abstract

Introduction
Recently, the role of Perceived Organizational Support (POS) as an intangible resource in health management has gained attention. POS is an employee’s sense of organizational support, considered a “job resource” in the Job Demands-Resources (JD-R) model. While it is known that supervisor support, another “job resource,” mitigates the link between “job demands” and “psychological distress,” the role of POS in this context is less clear. This study investigates the buffering effect of POS on the relationship between job demands and psychological distress.

Methods
In March 2023, we recruited 16,629 workers from Internet survey registrants using Labor Force Survey data. Of these, 14,036 employed individuals were selected as the study subjects. The outcome variable was the K6 scale (high group scoring 13 or above, low group scoring less than 13), with job demands and POS as explanatory variables. Occupational stress from the JCQ Occupational Stress Questionnaire represented job demands. The Japanese version of the POS questionnaire (8-item version) was used for POS. Groups were divided into high and low based on median scores, and interaction effects were confirmed by logistic regression analysis. The study was approved by the Ethics Committee of the UOEH.

Results
A significant interaction between job demands and POS on K6 was observed (p=0.004, 95%CI: [0.50-0.88]).

Discussion
The results suggest that POS may mitigate the effects of increased psychological stress responses to higher job demands.

Conclusions
In workplaces with high job demands, taking measures to improve POS, in addition to interventions to reduce job demands, may be effective.
P-426 RESTART: A STEPPED-CARE APPROACH TO FACILITATE RETURN TO WORK FOR EMPLOYEES WITH COMMON MENTAL HEALTH PROBLEMS: DESIGN OF A RANDOMIZED CONTROLLED TRIAL
Authors: Lettinga Hanneke , Van Oostrom Sandra , van de Zaak Rita Zijlstra Zorg , Anema Johannes , Proper Karin 
Published: July 2024

Abstract

Background
Common mental health problems (CMHPs) are highly prevalent among workers and often lead to long-term absenteeism. Effective elements found in previous researched interventions were to explicitly focus on return to work (RTW), to take into account the employees cognition towards RTW and to include the workplace environment. Based on these elements, a stepped-care approach was developed. The aim of this paper is to present the study design of a randomized controlled trial (RESTART), evaluating the effectiveness of the stepped-care approach on lasting RTW.

Methods
RESTART is an RCT with a 2x2 factorial design. Employees with 2-8 weeks sickness absence and CMHPs are eligible. Participants will be randomized to a group receiving a tailored e-Health app or usual care, as well as randomized to a group receiving a Participatory Approach in the workplace or usual care. The PA will only be provided in case of persistent sickness absence at 8 weeks. Measurement takes place at baseline, after the e-Health intervention period (8 weeks), immediately after the PA intervention period (6 months) and 12 months. Primary outcome is lasting RTW, defined as full RTW in previous or equal work for at least four consecutive weeks. Secondary outcomes are (the severity of) stress-related symptoms, total number of sickness absence days, self-efficacy for RTW and self-reported health. A realist evaluation and a process evaluation will also be conducted.

Discussion
Early intervention plays a crucial role in managing sickness absence among employees with CMHPs. If effective, the stepped-care approach is relevant for employees, employers and society as a whole.
P-438 THE EFFECTS OF REMOTE WORK AND TECHNOSTRESS ON WORKERS WELL-BEING: A PILOT STUDY IN MOROCCO
Authors: Chati Adam , Menouni Aziza , Bezzaa Ali 
Published: July 2024

Abstract

Introduction
The COVID-19 pandemic has brought about significant changes in our work practices and our interaction with technology. As remote and hybrid working models gain prominence, our study endeavors to gain insights into how remote work impacts the well-being of employees.

Methods
A questionnaire was developed and administered to remote workers in Morocco, dissecting their experiences and challenges in the remote work landscape, to delve into the intricate connections between various aspects of remote work, encompassing technostress, burn-out, sleep quality, job recovery, and resilience determinants. The results were then analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Qualitative interviews were also conducted with 17 managers.

Results
According to the 380 received answers, workers were exposed to intensive use of technology, which has negatively affected their lives and performance, and increased their workload. An important insight of our study is that women’s perceived technostress was lower than that of men. Furthermore, technostress showed a significant positive effect on burnout and a significant negative effect on sleep quality among workers. Job recovery was associated with increased levels of resilience and engagement, suggesting an interesting potential to impact the well-being at work.

Discussion-Conclusion
Our study stands as a vital contribution to unraveling the intricate tapestry of remote work dynamics in Morocco. It underscores the paramount importance of addressing technostress, a facet of remote work often overshadowed by its convenience. It also highlights the significance of fostering work recovery mechanisms and nurturing interpersonal and intrapersonal well-being.
O-294 ASSESSMENT OF HOLISTIC INTERVENTION ON WORKPLACE VIOLENCE PREVENTION AND CONTROL AT A GENERAL HOSPITAL IN CHINA: FOUR ROUNDS OF CROSS-SECTIONAL SURVEYS DURING 2018-2022
Authors: Luo Qianqian , Zhang Min , Liu Yujie , National Na Chen , Huang Yiming 
Published: July 2024

Abstract

Introduction
China has witnessed an increasing concern of workplace violence (WPV) among health workers (HW). Based on the application of the WHO-ILO technical tool for improvement in health services-HealthWISE, a holistic intervention on WPV has been implemented since 2015 at a public general hospital.

Methods
By using an international questionnaire among HWs, four rounds of cross-sectional surveys were administered at the pilot hospital in 2018, 2019, 2021 and 2022, respectively. The trends and influencing factors of WPV were analyzed by a Chi-square test and Logistic regression.

Results
The prevalence of all forms WPV showed a steady decrease from 48.57% in 2018, 43.19% in 2019, and 31.98% in 2021 to 23.33% in 2022 (P&lt;0.01), prevalence of physical violence decreased from 8.79% (2018) to 1.56% (2022) (P&lt;0.01), while psychological violence decreased from 47.24% (2018) to 23.11% (2022) (P&lt;0.01). However, the satisfaction rates of incident handling for physical and psychological WPV were only 14.28% and 23.08% in 2022, respectively, with no significant changes compared to that in previous years.

Discussion
A holistic counter-measures against WPV have been implemented since the start of intervention, including: environmental changes, public access control, patient screening, patient protocols, strict restrictions on cash movements, and work process redesign. The prevalence of WPV showed a downward trend especially during the COVID-19 pandemic, but post-incident actions did not meet the satisfaction among HWs.

Conclusion
The effectiveness of comprehensive intervention against WPV was demonstrated by the continual assessment in the hospital, but further measures should be strengthened across primary, secondary and tertiary interventions to prevent and control WPV.
O-295 ASSOCIATION BETWEEN OCCUPATIONAL INJURIES AND PSYCHOLOGICAL DISORDERS AMONG WORKERS IN A CONFECTIONERY FACTORY IN SFAX, TUNISIA
Authors: Daoud Hanene , Sellami Imen , Chabene Cyrine Ben , Feki Afef , Rmadi Nehla , Meska Ahmed , Ghrab Mohamed Anis , Haddar Aicha , Hajjaji Mounira , Masmoudi Mohamed Larbi , Hammami Kaouthar Jmal 
Published: July 2024

Abstract

Introduction
Occupational accidents pose a significant challenge to society. While the physical risks associated with workplace environments are well-recognized, an oncoming concern involves the influence of psychological factors on the risk of injury. Beyond the tangible hazards of the job, the mental and emotional well-being of employees plays a pivotal role in providing a safe work environment. Our study aims to identify the psychological profile of injured workers in a confectionery factory.

Methods
We conducted a cross-sectional study among the workers of a private confectionery in Sfax. The data was collected over a period between December 2022 and March 2023 using a pre-established questionnaire. The assessment of mental health was carried out using the Arabic version of a 21-item questionnaire that measures depression, anxiety, and stress levels.

Results
Our population included 200 participants. There were 80 injuries for 200 exposed workers, of which 56.2% were men. Severe to very severe symptoms of depression, anxiety and stress were found respectively in 4.5%, 17% and 10.5% of our workers.
Bivariate analysis revealed a significant association between occupational injuries in terms of symptoms of depression(p=0.01), anxiety (p=0.00) and stress (p=0.014).

Discussion
Psychological disorders can profoundly influence cognitive functioning, emotional state, and overall well-being. This may result in diminished task attention, delayed response times, and reduced alertness — critical elements for upholding a safe and productive work environment.

Conclusion
Occupational accidents extend beyond physical risks to encompass psychological aspects. Promoting mental well-being alongside traditional safety measures is crucial for fostering a comprehensive and effective approach to workplace safety.
O-296 TECHNOLOGICAL INNOVATION AND KNOWLEDGE DEVELOPMENT AIMED AT REDUCING TRADITIONAL AND EMERGING RISKS FOR OSH: ANALYSIS OF RESEARCH NETWORKS FUNDED UNDER THE EUROPEAN FRAMEWORK PROGRAM HORIZON 2020
Authors: Mirabile Marco , Russo Simone , Fortuna Grazia , Vasselli Donatella , Valenti Antonio , Boccuni Valeria , Cannone Erika , Gagliardi Diana 
Published: July 2024

Abstract

Introduction
Technological innovation and knowledge development are key factors for the identification of traditional and emerging risks in OSH. We mapped the OSH research projects funded by European research programmes between 2014 and 2020 and we developed a network analysis in order to identify the products and assess the effectiveness of different networks working on the topic.

Methods
CORDIS, the European Commission’s primary public repository of information on all European Union funded research, was analyzed. We developed and tested search strings based on keywords suitable for the identification of projects whose general or specific objective was the advancement of knowledge, the development of functional tools and/or innovation aimed at strengthening OSH policies. Network analysis was performed to graphically describe and compute relevant indicators.

Results
58 OSH-relevant projects funded under the European R&D Framework Program Horizon 2020 and consistent with our inclusion criteria were identified in the CORDIS database. For each project, data relating to the thematic areas, the expected results/products (e.g. new knowledge, policy tools, technological innovation), the size of the funding assigned and the composition of the partnership were extracted. The application of network analysis allowed us to gain valuable insights into the structure and characteristics of the studied networks, providing a comprehensive understanding of the underlying relationships and facilitating the exploration of key patterns and trends.

Conclusions
This study allowed to collect and collate information about composition, functioning and effectiveness of European research networks aimed at improving workers’ health and safety through research, development, and innovation activities.
O-302 THE REGULATORY PERSPECTIVES TO THE PREVALENCE OF PSYCHOSOCIAL RISKS AFRICAN WORKPLACES
Authors: Iden Ehimare 
Published: July 2024

Abstract

Background
While employees’ health and wellbeing have become strong elements eliciting attention in global conversations, legal tools and framework are being designed and reviewed at International, Country and even enterprise levels.

Methods
Sadly, the African scenario has not evolved significantly yet psychosocial hazards grow daily with unquantifiable impacts on employees’ mental health and wellbeing. Arguably, this is no longer about employees only but about employees and employees’ families who are by extension impacted by the health and wellbeing conditions or outcomes of the principal employee.

Results
A notable hindrance to these improvements as expected is the state of outdatedness and in some instances unavailability of Occupational Health and Safety Legislative Framework and even when they exist, very little provision is seen covering employees’ mental health and wellbeing.

Discussion
What are perhaps the factors responsible for this absence of enabling laws and what definite impact is this having on employees mental health and wellbeing management?
Are there possible quick interventions? What could be the role of the government, employers, employees and employees’ family within this intervention and how will this impact positively on employees health and wellbeing outcomes?