bluuebunny/crossref_metadata_2025_split huggingface dataset:
P-406 THE GOVERNMENT ENFORCEMENT ENHANCE THE OSH EXCELLENCE USING HEALTH PERFORMANCE INDICATOR IN OCCUPATIONAL HEALTH IMPLEMENTATION: BEST PRACTICE IN UPSTREAM OIL AND GAS INDUSTRY IN INDONESIA
Authors: Mutiara Ade , Baskoro Adhi , Azmi Ivan Fadlun , Lumintaintang Jane , Ferzi Melati Putri 
Published: July 2024

Abstract

Introduction
The operation of the oil and gas (O&G) industry in Indonesia has different types of operational locations including onshore vs offshore and remote vs rural production areas. These variability present their own challenges in implementing Occupational Health Management. Special Task-Force for Upstream Oil and Gas Business Activities (SKK Migas) as the Government Body is required to ensure the Occupational Health Program (OHP) Implementation in all O&G Operations. The high variability of production capacity, personnel competencies and economy forced SKK Migas to develop the minimum requirement for all O&G Operators in implementing the OHP in the workplace.

Methods
Health Performance Indicator has been developed based on the reference from Indonesia Regulation, International Oil and Gas Production Association, OSHA and NIOSH. Ten indicators of OHP are set to be implemented in all O&G Production Operators. Sixty-two Operators are mandatory to develop, implement or continue to perform the OHP. Communications of this mandatory standard was held in January 2021 and each operator should report the progress to SKK Migas in monthly basis. Score was set from 1 (not implemented) until 4 (sustainable implementation) to measure the program achievement.

Results
From 62 operators reported to SKK Migas, the base average score in January 2021 was 2,40 and increased in January 2022 by 3,09 and continuously increased by the average score of 3,24 in January 2023. Monitoring, re-evaluation and communication was regularly performed by SKK Migas.

Discussion- Conclusion
Enforcement of the regulation, continuously communication and monitoring has shown the significant progress of Occupational Health Program Implementation in Upstream O&G in Indonesia.
O-259 BRIDGING THE GAP WITH THE ILO GUIDELINE: ENHANCING HUMAN FACTORS/ERGONOMICS IN CHINA’S NATIONAL OCCUPATIONAL HEALTH SYSTEM
Authors: Tang Yuting , Zhang Min 
Published: July 2024

Abstract

Introduction
In 2021, the ILO and IEA jointly released the Principles and Guidelines for Human Factors/Ergonomics (HFE) Design and Management of Work Systems.

Methods
A review of national health standards related to HFE in China was conducted, with particular focusing on the gap of existing Chinese standards and policy with the ILO HFE guidelines.

Results
(1) There were 112 national health standards relevant to HFE, 48 (29%) were originally developed by Chinese professionals, while 79 (71%) of them were adapted/adopted from the standards of International Organization for Standardization (ISO). (2) Meanwhile, 90 (80%) of China’s national health standards have been issued more then 10 years, almost of them were voluntary implemented standards. (3) The Chinese national health standards strictly recognize three occupational diseases relevant to HFE, for instance, Occupational Hand-arm Vibration Disease, Underground Coal Miner’s Bursitis, while the ILO List of Occupational Diseases (revised 2010) covers varied diseases caused by vibration and Musculoskeletal disorders with an open item.

Discussion
It is critical to systematically strengthen the national capacity: (1) to incorporate the poor-ergonomics diseases into the national occupational disease list, (2) to promote action-oriented HFE tools, improving Human-machine Interaction and, Good Job Design, (3) to focus on physical and cognitive HFE design that can foster workplace equality and reduce occupational and work-related diseases.

Conclusion
The Chinese national occupational health system does not meet the huge demand of HFE implementation among the 775 million working population. Enhancing HFE in China is the key to achieve the UN SDGs and ILO Decent Work.
O-270 EFFECTIVE PREVENTION OF BURNOUT IN THE WORK ENVIRONMENT: A BELGIAN CASE STUDY
Authors: DE GRAVE Annemie , VERBEKE Frank 
Published: July 2024

Abstract

Introduction
Mental health issues, particularly burnout, have emerged as significant causes of long-term work absence and the risk of relapse.

Methods
To address this concern, the Belgian Supreme Health Council recommended burnout prevention measures, leading to the development of the Burnout Assessment Tool (BAT). Additionally, the Belgian government advised evaluating psycho social well-being at work using the well-being barometer, which assesses five crucial dimensions:. Working Environment, Working Content, Working Organization, Working Relations, and Working Conditions (the five W’s). This study aimed to assess the effectiveness of the BAT for burnout prevention and to examine the value of informing and supporting employees on psycho social well-being.

Results
In a Belgian engineering company with 1,200 employees, 800 individuals participated in annual consultations with the occupational physician since 2019. Among them, 160 employees received a low well-being score in 2022 based on the five W’s evaluation. Of these, 116 completed the BAT, with 30% identified as being at risk for burnout. The identified employees were educated by the occupational physician about mental well-being factors, and the BAT was administered again after several months. Results showed an average reduction of 0.23 points (p&lt;0.05) in the total BAT score, with significant impact on emotional and exhaustion components.

Discussion and conclusion
This study confirms that a robust psycho social prevention policy can effectively prevent work-related dropouts. The BAT was proven to be a valuable tool for occupational physicians to identify burnout risk factors and follow up on employees. Implementing such an approach can significantly improve prevention policies and aid in training managers in effective people management
O-276 UNRAVELLING BIOLOGICAL MECHANISMS OF BURNOUT
Authors: Lavreysen Olivia , Bakusic Jelena , Godderis Lode 
Published: July 2024

Abstract

Background
Despite growing interest in burnout, the biological mechanisms remain largely unknown. This research aims to systematically analyse the link between biological correlates and burnout risk as an indicator of chronic occupational stress and investigate its evolution over time.

Methods
Biological correlates are investigated through a literature study, cross-sectionally, and eventually in a three-year longitudinal cohort study, for which ethical approval has been granted. A large range of markers involved in chronic stress are analysed via blood and saliva samples including: cortisol, cortisone, brain derived neurotrophic factor, and inflammatory markers. Finally, epigenetic markers are investigated by analysing DNA methylation of stress-related genes.

Results
The literature review revealed a high heterogeneity in study outcomes, rendering comparison impossible and underscoring the necessity for further research on a broad range of different biological correlates. The cross-sectional study observed overall decreased NR3C1 methylation and increased cortisone levels in burnout patients compared to healthy controls. We will present the preliminary findings from the initial measurement of our longitudinal study.

Discussion
Biological research on burnout will increase our understanding of its development, which has a fundamental value but can also lead to potential translational and clinical applications in the future. It could provide more insight into the differential diagnosis of psychological disorders, as well as the vulnerability factors and early biological warning signals, which could in turn help develop timely preventive strategies.

Conclusion
Looking at biological correlates could pose a way to shed light on the underlying mechanisms and development of burnout.
O-283 EXPLORING MODERATING MECHANISMS IN THE RELATIONSHIP BETWEEN TASK RESTRUCTURING AND WELL-BEING: THE ROLE OF EMPLOYABILITY AND ORGANIZATIONAL LEARNING CLIMATE
Authors: Vrije Evelien Rombaut , Elst Tinne Vander , De Vrije Sara Gieter , Godderis Lode 
Published: July 2024

Abstract

Introduction
According to the Job Demands-Resources model, job changes such as task restructuring can be considered as a challenge stressor predicting both strain and motivational outcomes. In addition, both employability and the presence of a strong organizational learning climate can be considered possible resources. We thus hypothesize that the effects of task restructuring on employee well-being (i.e. need for recovery and work engagement) are moderated by perceived employability and organizational learning climate, such that (a) the positive relationship between task restructuring and need for recovery is weaker when employability/learning climate is high, and (b) the positive relationship between task restructuring and work engagement is stronger when employability/learning climate is high.

Methods
After approval of the Social and Societal Ethics Committee, online and paper-and-pencil questionnaires were completed by 1768 employees from six different Belgian organizations. Moderation effects of employability and learning climate on the relationship between task restructuring and engagement and need for recovery were analyzed using Structural Equation Modeling in Mplus.

Results
Task restructuring was positively related to need for recovery and negatively related to work engagement. Interaction terms confirm that learning climate buffers the negative effects of task restructuring on recovery need and on engagement.

Discussion
Learning climate can moderate the effects of task restructuring on employee well-being.

Conclusion
The results of this study provide new insights in the moderating mechanisms in the relationship between task restructuring and negative as well as positive outcomes of employee well-being. These results not only contribute to theory, but can guide practitioners when conducting change in the organization.
O-285 FOSTERING POSITIVE MENTAL HEALTH IN MEDICAL EDUCATION: AN ITERATIVE CO-CREATION PROCESS
Authors: Boone Anke 
Published: July 2024

Abstract

Introduction
The increasing pressures on healthcare systems have underscored the significance of prioritizing the mental well-being of medical students and residents. This study aims to gain insights into various interventions that can enhance their mental well-being and pilot an intervention program designed to promote positive mental health.

Methods
The study used a co-creation process with diverse stakeholders. Workshops involved bachelor students (n=12), master students (n=13), trainee general practitioners (n=14), and trainee specialists (n=39) from five Belgian universities. Additional online sessions included deans (n=5), mentors (n=17); and program coordinators and other representatives (n=19). Transcriptions of all workshops were thematically analysed using NVIVO. The study was approved by the Ethics Committee UZ/ KU Leuven (S64150).

Results
The findings from the co-creation process can be categorized into three clusters: individual interventions, such as stress coping techniques; organisational interventions, including mentorship programs; and interpersonal interventions, addressing generational conflicts. Ultimately, the co-creation process resulted in the development of educational exercises presented in an online toolbox, aiming to equip mentors with effective strategies to better support medical students and residents.

Discussion
Our findings align with former research, emphasizing the importance of targeting multiple levels to promote positive mental health in medical education. Additionally, mentorship programs have consistently emerged as an effective strategy to support medical students and residents, while also raising awareness about the significance of fostering positive mental health.

Conclusion
This study highlights the critical role of comprehensive interventions that address various dimensions of medical education to enhance mental well-being, while also offering tangible exercises tailored for mentorship programs.
P-415 THE BURNOUT TREATMENT PROGRAM: DEVELOPMENT AND FEASIBILITY OF A SECONDARY PREVENTION PROGRAM FOR BURNOUT IN BELGIUM
Authors: HANSEZ Isabelle , Dendoncker Caroline , Kerckhofs Karolien , Lebrun Florence , Le Roux Ingrid , Braeckman Lutgart 
Published: July 2024

Abstract

Introduction
Our aim is to present the co-creation process and feasibility of a secondary Burnout Treatment Program (BOTP) designed on request of the Belgian Federal Agency for Occupational Risks (Fedris).

Methods
The BOTP was developed following a literature review regarding burnout (BO) interventions, several expert group meetings and proposals to stakeholders within an iteration process.

Results
The BOTP aims to maintain the employees with early signs of BO at work or reintegrate them quickly after a short work absence. It starts with a request and diagnostic phase. After approval from Fedris, the employee has free access to the BOTP including different sessions such as work-experience related consultations, psychoeducation sessions about stress management and health, individual clinical sessions (cognitive-emotional and/or psycho-physical approaches), career change counselling, and a multidisciplinary meeting with the organization and/or the occupational physician. The BOTP is spread over maximum 9 months and the foreseen 19 sessions can be adapted according to the workers’ needs. At present, this BOTP has been offered to circa 1400 employees. The first results demonstrate the high satisfaction of participants with its content and flexibility (score 8/10). Participants followed on average 12 sessions, in particular the individual sessions. After the BOTP, they reported a better mental health and more appropriate coping strategies.

Discussion
This new developed BOPT combining individual and organizational approaches is feasible and highly appreciated. After this pilot testing, some changes will be applied (e.g. adding additional individual physical and follow-up sessions).

Conclusion
A secondary BOTP can be effective in reducing and preventing early signs of BO.
P-421 ASSOCIATION BETWEEN STRESS-RELATED HORMONE LEVELS IN HAIR AND SUBJECTIVE MENTAL HEALTH IN JAPANESE WORKERS
Authors: Ohira Masako , Isozumi Kei , Tokioka Ren 
Published: July 2024

Abstract

Introduction
Evidence suggests that workplace stress is associated with physical and mental health. However, the relationship between self-reported work stress and cortisol, a stress hormone, remains unclear. In addition, the association between work stress and other stress-related factors has not been comprehensively investigated. Therefore, this study investigated the relationship between stress and stress-related substances among workers using hair samples.

Methods
This study conducted a three-month analysis of 102 full-time employees in Japan with questionnaires, and hair samples were collected monthly. The questionnaire included demographic characteristics and lifestyle factors as well as the Athens Insomnia Scale, PHRF Stress Checklist Short Form, Stress Cognitive Rating Scale, Stress-Coping Scale, Quality of Life Scale, Utrecht Work Engagement Scale, Warwick-Edinburgh Mental Wellbeing Scale, Subjective Well-Being Inventory, and Sukemune-Hiew Resilience Test. Hair samples were used to measure cortisol (COR) and dehydroepiandrosterone (DHEA) over one month.

Results
The results showed that COR in hair was negatively associated with aversive coping and emotional support-seeking in stress-coping tendencies. DHEA levels were linked to confidence.

Discussion
This study revealed that COR may be linked to reduced emotional-processing coping but not to subjective stress, which is often underestimated. High physical stress may be associated with greater difficulty coping with psychological aspects, such as emotions, related to a specific problem. DHEA, which is linked to stress resistance, may be associated with job confidence.

Conclusion
Although COR and DHEA do not directly reflect stress, they may be useful in understanding mental health.
P-423 NURSES’ WELL-BEING AND WORK ENVIRONMENT: A CROSS SECTIONAL STUDY AMONG TUNISIAN NURSES
Authors: Kchaou Amel , Dhouib Feriel , Kotti Nada , Daoud Hanen , Masmoudi Mohamed Larbi , Hammami Kaouthar Jmal , Hajjaji Mounira 
Published: July 2024

Abstract

Introduction
Although the promotion of healthy working environments to improve the well-being of health care professionals is a growing trend, no study of such a model has been conducted in the field of hospital nursing management. The purpose of this study was to assess the factors that determine nurses’ well-being at work.

Methods
We performed a cross-sectional study on a sample of nurses at Hedi Chaker hospital of Sfax; Tunisia. We used validated self-reporting instruments: the Perceived Stress Scale (PSS), the World Health Organisation- Well-Being Index (WHO-5) and the Satisfaction with Life Scale (SWLS).

Results
A total of 146 nurses completed the questionnaire. The average age was 32.6 ± 9.5 years. Less than half of nurses (48%) had reduced well-being. A high level of life satisfaction was found in 19.4% of cases. According to the Perceived Stress Scale, the majority (75%) had a high stress score. Significant associations were found between well-being at work and absence of chronic comorbidity (p=0.02), working in a medical department (p=0.00), satisfactory compensatory rest (p=0.01) and high life satisfaction (p=0.02). A high perceived stress score was associated with reduced well-being at work (p=0.001).

Discussion
These findings indicate that interventions promoting the well-being of nurses should be implemented by improving modifiable predictors such as lifestyle and work-related factors.

Conclusion
The current findings, while specific to hospital nurses, may have significant implications for a all health care professionals in various fields.
P-429 ENHANCING WORKFORCE STABILITY IN HEALTHCARE: THE ROLE OF JOB SATISFACTION, WORK ENGAGEMENT AND WELLBEING OLI
Authors: Lavreysen Olivia , Boone Anke , Godderis Lode 
Published: July 2024

Abstract

Introduction
Healthcare organisations are confronted with challenges in retaining physicians and nurses, leading to increased costs and decreased quality of care. This study endeavours to identify interventions aimed at enhancing job satisfaction among healthcare workers, and subsequently translate these findings into policy recommendations.

Methods
The study was conducted in Belgium, the Netherlands, Poland and Italy, and adopted a co-creation methodology.Eight co-creation workshops were organised for physicians and nurses (n= 53), followed by four Delphi-inspired sessions (n=17) and eight additional interviews with policy makers (n=8). All workshops were transcribed verbatim and thematically analysed using NVIVO. Ethical approval was obtained from the Ethics Committee Research UZ/ KU Leuven (S66009).

Results
The outcomes derived from the co-creation process were categorized into four main themes: (1) Providing personal and professional support, such as evaluation sessions; (2) Prioritising lifelong learning through different development opportunities; (3) Providing the necessary legislative frameworks to address challenges at the workplace; (4) Improving financial and infrastructural factors, such as transport and accommodation.

Discussion
The findings underscore the complex and multi-level nature of job retention in healthcare and highlight the need for multifaceted approaches. Comprehensive strategies should take place at both hospital and national level, and should address facilitating career development, promoting work-life balance and reducing administrative burdens.

Conclusion
No one-size-fits-all solution exists to improve job retention in healthcare. By understanding and addressing the multiple factors involved, hospitals and countries can create a supportive environment that encourages healthcare workers to remain in the profession.
P-431 PANDEMIC AND ECONOMIC CRISIS: DUAL IMPACT ON MENTAL HEALTH AMONG EMPLOYEES IN SRI LANKA
Authors: Wickramatillake Aseni , Premaratn Eranthi 
Published: July 2024

Abstract

Introduction
During COVID-19 pandemic with employees working from home (WFH) for months with strict lockdown, many workers throughout Sri Lanka suffered increased psychological strain. Soon after pandemic restrictions easing and return to work, Sri Lanka grappled with another crisis: collapse of its economy. Employees again WFH due to unavailability of fuel for travel and spent long hours in queues for basic necessities. Catch-up work was done out-of-standard work time due to power cuts, further straining their fragile psychological status.

Methods
Recognising the impact on their workforce, employers developed policies and programmes to support workers in managing psychological stress and financial constraints. Through their mental health team or outsourced support services, these organisations ensured mental health support was accessible for all employees, regardless of their circumstances. Data on its impact was gathered thorough phone interviews and several face-to-face interviews with management, employees and mental health professionals. A total of 35 persons were interviewed.

Results
Organisations provided webinars on mental health awareness and stress management as well as opportunities for online counselling and professional support. With the provision of mental health and financial health programmes and support, the psychological health of employees at these formal workplaces studied in Sri Lanka was addressed.

Discussion- Conclusion
The interventions provided opportunities for better access to professional services, reduced stigma and enabled employees to seek support and increased “buddy” support among colleagues. This approach, enabled these workers to cope better with the challenges from the pandemic and the financial crisis in Sri Lanka, ensuring a more resilient and healthier workforce.
P-440 MENTAL HEALTH RISK ASSESSMENT FOR COMPANIES WITH AN INTERNATIONAL WORK FORCE AND INTERNATIONAL OPERATIONS
Authors: Esser Stefan , Heinrich-Heine Sylvester Siegmann 
Published: July 2024

Abstract

Introduction
Mental Health Risk Assessment for Companies with an International Work Force and International Operations

Methods
The International SOS Foundation, together with several academic and occupational health partners and other experts on international work have published a white paper about the methodology and implementation of a mental health risk assessment for companies in Austria, Germany and Switzerland.

Results
While the legal aspects refer to above German speaking countries, the technological and scientific background will be valid world-wide and can set new trends. The process and results can be presented in an oral presentation by the authors. (Stefan Esser, Silvester Siegmann, Helmut Ehnes, Claudia Budeck) The possible methodologies of the mental health assessment are described in detail as well as the social, legal and medical background of an international workforce.

Discussion- Conclusion
The specific challenges of people working abroad and the linked challenges of companies managing such people are explained and described. A focus lies on typical outcomes of such a mental health risk assessment and the counter measures to follow. The presentation finishes with an outlook to the vision zero and their link to mental health risks and offers very pragmatic checklists for companies who want to implement such mental health risk assessments in their organization.