Explore the vast range of titles available.

Research on positive psychology intervention is in its infancy; only a few empirical studies have proved the effectiveness and benefits of psychological capital interventions in workplaces. From a practical perspective, a more convenient intervention approach is needed for when organizations have difficulties in finding qualified trainers. This study aims to extend the psychological capital intervention (PCI) model and examine its influence on work-related attitudes. A daily online self-learning approach and a randomized controlled trial design are utilized. A final sample of 104 full-time employees, recruited online, is randomly divided into three groups to fill in self-report questionnaires immediately before (T1), immediately after (T2), and one week after (T3) the intervention. The results indicate that the intervention is effective at improving psychological capital (PsyCap), increasing job satisfaction, and reducing turnover intention. The practical implications for human resource managers conducting a flexible and low-cost PsyCap intervention in organizations are discussed. Limitations related to sample characteristics, short duration effect, small sample size, and small effect size are also emphasized. Due to these non-negligible drawbacks of the study design, this study should only be considered as a pilot study of daily online self-learning PsyCap intervention research.

Objectives. To determine whether (1) participating in HealthLinks, and (2) adding wellness committees to HealthLinks increases worksites’ evidence-based intervention (EBI) implementation. Methods. We developed HealthLinks to disseminate EBIs to small, low-wage worksites. From 2014 to 2017, we conducted a site-randomized trial in King County, Washington, with 68 small worksites (20–200 employees). We assigned worksites to 1 of 3 arms: HealthLinks, HealthLinks plus wellness committee (HealthLinks+), or delayed control. At baseline, 15 months, and 24 months, we assessed worksites’ EBI implementation on a 0% to 100% scale and employees’ perceived support for their health behaviors. Results. Postintervention EBI scores in both intervention arms (HealthLinks and HealthLinks+) were significantly higher than in the control arm at 15 months (51%, 51%, and 23%, respectively) and at 24 months (33%, 37%, and 24%, respectively; P < .001). Employees in the intervention arms perceived greater support for their health at 15 and 24 months than did employees in control worksites. Conclusions. HealthLinks is an effective strategy for disseminating EBIs to small worksites in low-wage industries. Public Health Implications. Future research should focus on scaling up HealthLinks, improving EBI maintenance, and measuring impact of these on health behavior.

OBJECTIVE:The aim of this study was to investigate the effect of individually tailored intelligent physical exercise training (IPET) on presenteeism and absenteeism among office workers. METHODS:In a 1-year randomized controlled trial (RCT), employees were allocated to a training group TG (N = 193) or control group CG (N = 194). TG received 1-hour high-intensity IPET once a week within working hours, and was recommended to perform 30 minutes of moderate-intensity physical activity (PA) 6 days a week during leisure-time. RESULTS:An intention-to-treat analysis showed no effect on absenteeism, but a significant 4% increase in workability and 9% increase in general health in TG compared with CG. A per-protocol analysis [adherence of ≥70% (N = 89)] in addition showed a significant 6% increase in productivity and a 29% reduction in absenteeism compared with CG. CONCLUSION:IPET combined with recommendations of leisure-time PA significantly improved presenteeism and decreased absenteeism if following the protocol.

Background Consumer-driven homecare models support aging and disabled individuals to live independently through the services of homecare workers. Although these models have benefits, including autonomy and control over services, little evidence exists about challenges homecare workers may face when providing services, including workplace violence and the negative outcomes associated with workplace violence. This study investigates the prevalence of workplace violence among homecare workers and examines the relationship between these experiences and homecare worker stress, burnout, depression, and sleep. Methods We recruited female homecare workers in Oregon, the first US state to implement a consumer driven homecare model, to complete an on-line or telephone survey with peer interviewers. The survey asked about demographics and included measures to assess workplace violence, fear, stress, burnout, depression and sleep problems. Results Homecare workers (n = 1,214) reported past-year incidents of verbal aggression (50.3% of respondents), workplace aggression (26.9%), workplace violence (23.6%), sexual harassment (25.7%), and sexual aggression (12.8%). Exposure was associated with greater stress (p < .001), depression (p < .001), sleep problems (p < .001), and burnout (p < .001). Confidence in addressing workplace aggression buffered homecare workers against negative work and health outcomes. Conclusions To ensure homecare worker safety and positive health outcomes in the provision of services, it is critical to develop and implement preventive safety training programs with policies and procedures that support homecare workers who experience harassment and violence.

Hospital workplace violence is a significant global public health concern, impacting nurses’ mental well‐being and their likelihood of leaving their jobs. Previous research explored the associations between workplace violence, mental health, and turnover intention among nurses, which yielded inconsistent results due to smaller sample sizes, thus highlighting the need for a more comprehensive investigation with a large sample of a representative population. This study, drawing on a large dataset of 116,345 nurses from 67 tertiary hospitals across 31 provinces in China, aimed to assess the relationship between workplace violence and nurses’ mental health and turnover intentions between October and December 2023. Data were analyzed using multilevel regression models. The study assessed the varying levels of workplace violence (low, moderate, and high), mental health outcomes, and turnover intention. The study found that a substantial number of nurses, 30,987 (26.6%), experienced workplace violence in the year prior to the survey, with varying levels of severity. Specifically, 27,225 (23.4%) encountered low‐level violence, 3519 (3%) moderate violence, and 243 (0.2%) high‐level violence. After controlling for sociodemographic and work‐related variables, workplace violence was significantly associated with depressive symptoms ( p < 0.001), stress ( p < 0.001), anxiety symptoms ( p < 0.001), burnout ( p < 0.001), and turnover intention ( p < 0.001). These findings underscore the critical need for policymakers, hospital administrators, and supervisors to take proactive measures. It is essential to implement strategies that both reduce the incidence of workplace violence and provide robust psychological support and interventions for nurses who have been affected. This collaborative effort will be crucial in protecting the mental health of nursing professionals and fostering a safer, more supportive work environment. Trial Registration: Chinese Clinical Trial Registry: ChiCTR2300072142

ObjectiveTo describe the lifetime prevalence of workplace harassment, physical violence and sexual assault against transgender and non-binary workers targeted due to their gender identity and to identify correlates of this workplace violence.MethodsThis descriptive cross-sectional study used data from 4597 transgender or non-binary respondents from the 2008–2009 National Transgender Discrimination Survey. Respondents reported if they had ever experienced harassment, physical violence or sexual assault at work specifically because of their gender identity. We estimated the prevalence of each type of violence stratified by gender identity, race/ethnicity, age, educational attainment, history of working in the street economy (eg, sex industry, drug sales) and if people at work knew their gender identity.ResultsWorkplace violence was prevalent, with 50% of transgender and non-binary workers having ever experienced harassment, 7% physical violence and 6% sexual assault at work because of their gender identity. Harassment was common among all of these workers, but physical violence and sexual assault were more than twice as common among transfeminine and non-binary workers assigned male at birth, workers of colour, workers with low educational attainment and those who had ever worked in the street economy.ConclusionsTransgender and non-binary workers commonly face violence at work because of their gender identity. Workplace violence prevention programmes should incorporate ways to prevent gender identity-based violence and facilitate channels for workers to report the occurrence of discrimination and violence.

Active commuting to work (ACW) has beneficial effects on health, traffic, and climate. However, more robust evidence is needed on how to promote ACW. This paper reports the findings of a multilevel natural experiment with a randomized controlled trial in 16 Finnish workplaces. In Phase 1, 11 workplaces (1823 employees) from Area 1 were exposed to environmental improvements in walking and cycling paths. In Phase 2, five more workplaces (826 employees) were recruited from Area 2 and all workplaces were randomized into experimental group (EXP) promoting ACW with social and behavioral strategies and comparison group (COM) participating only in data collection. Process and impact evaluation with questionnaires, travel diaries, accelerometers, traffic calculations, and auditing were conducted. Statistics included Wilcoxon Signed Ranks Test, Mann-Whitney U-test, and after-before differences with 95% confidence intervals (95% CI). After Phase 1, positive change was seen in the self-reported number of days, which the employees intended to cycle part of their journey to work in the following week (p = 0.001). After Phase 2, intervention effect was observed in the proportion of employees, who reported willingness to increase walking (8.7%; 95% CI 1.8 to 15.6) and cycling (5.5%; 2.2 to 8.8) and opportunity to cycle part of their journey to work (5.9%; 2.1 to 9.7). To conclude, the intervention facilitated employees’ motivation for ACW, which is the first step towards behavior change.

Aims: This study aims to investigate the association between workplace violence and mental wellbeing of long‐term care nursing assistants (LTC‐NAs) based on work locations. Background: The increasing global elderly population is elevating the demand for LTC services. The LTC‐NA population is expanding, highlighting the necessity to create a secure work environment. However, little is known about how workplace violence poses a threat to the mental wellbeing of LTC‐NAs across different work locations. Methods: This observational cross‐sectional study was conducted from October 2022 to July 2023, involving a survey of 937 certified LTC‐NAs recruited through convenience sampling from various Taiwanese LTC units. Participants were evaluated for experiences of four types of workplace violence (physical, psychological, verbal, and sexual harassment) using a disseminated questionnaire. Mental health was assessed using the 5‐item Brief Symptom Rating Scale, and client‐related burnout was evaluated with the 6‐item scale from the Chinese version of Copenhagen Burnout Inventory. Logistic regression identified the association between workplace violence and mental wellbeing. In addition, the relationship among participants working in residential facilities or home settings were examined. Results: The completion rate of the questionnaire was 86%. Psychological violence was associated with poor mental health (adjusted odds ratio [OR] = 2.38 and 95% CI = 1.40–4.05), while verbal violence and sexual harassment were associated with client‐related burnout (adjusted OR = 2.03 and 1.75, respectively). All types of workplace violence were more prevalent in residential facilities than home settings; however, the associations of workplace violence with poor mental wellbeing were more prominent among those working in home settings. Among violence victims, a higher proportion of LTC‐NAs working in home settings reported experiencing physical and psychological violence from patients’ families compared to those working in residential facilities. Client‐related burnout was found to mediate the relationship between violence from patients’ families and poor mental health. Conclusion: Nonphysical workplace violence and sexual harassment were associated with poor mental wellbeing among LTC‐NAs, especially in homecare settings. Violence from patients’ families posed a notable risk to homecare LTC‐NAs. Therefore, protective policies and organizational training programs should be tailored to address the unique challenges of each work setting.

Background Opportunities for working adults to accumulate recommended physical activity levels (at least 150 min of moderate intensity physical activity in bouts of at least 10 min throughout the week) may include the commute to work. Systematic reviews of interventions to increase active transport suggest studies have tended to be of poor quality, relying on self-report and lacking robust statistical analyses. Methods We conducted a multi-centre parallel-arm cluster randomised controlled trial, in workplaces in south-west England and south Wales, to assess the effectiveness of a behavioural intervention to increase walking during the commute. Workplace-based Walk to Work promoters were trained to implement a 10-week intervention incorporating key behavioural change techniques: providing information; encouraging intention formation; identifying barriers and solutions; goal setting; self-monitoring; providing general encouragement; identifying social support; reviewing goals, and; relapse prevention. Physical activity outcomes were objectively measured using accelerometers and GPS receivers at baseline and 12-month follow-up. The primary outcome was daily minutes of moderate to vigorous physical activity (MVPA). Secondary outcomes included overall levels of physical activity and modal shift (from private car to walking). Cost-consequences analysis included employer, employee and health service costs and outcomes. Results Six hundred fifty-four participants were recruited across 87 workplaces: 10 micro (5–9 employees); 35 small (10–49); 22 medium (50–250); 20 large (250+). The majority of participants lived more than two kilometres from their place of work (89%) and travelled to work by car (65%). At 12-month follow-up, 84 workplaces (41 intervention, 43 control) and 477 employees (73% of those originally recruited) took part in data collection activities. There was no evidence of an intervention effect on MVPA or overall physical activity at 12-month follow-up. The intervention cost on average £181.97 per workplace and £24.19 per participating employee. Conclusions The intervention, focusing primarily on individual behaviour change, was insufficient to change travel behaviour. Our findings contribute to the argument that attention should be directed towards a whole systems approach, focusing on interactions between the correlates of travel behaviour. Trial registration ISRCTN15009100 . Prospectively registered. (Date assigned: 10/12/2014).

ObjectiveViolence from care recipients and family members, including both verbal and physical abuse, is a serious occupational hazard for healthcare and social assistance workers. Most workplace violence studies in this sector focus on hospitals and other institutional settings. This study examined verbal abuse in a large home care (HC) aide population and evaluated risk factors.MethodsWe used questionnaire survey data collected as part of a larger mixed methods study of a range of working conditions among HC aides. This paper focuses on survey responses of HC aides (n=954) who reported on verbal abuse from non-family clients and their family members. Risk factors were identified in univariate and multivariable analyses.ResultsTwenty-two per cent (n=206) of aides reported at least one incident of verbal abuse in the 12 months before the survey. Three factors were found to be important in multivariable models: clients with dementia (relative risk (RR) 1.38, 95% CI 1.07 to 1.78), homes with too little space for the aide to work (RR 1.52, 95% CI 1.17 to 1.97) and predictable work hours (RR 0.74, 95% CI 0.58 to 0.94); two additional factors were associated with verbal abuse, although not as strongly: having clients with limited mobility (RR 1.35, 95% CI 0.94 to 1.93) and an unclear plan for care delivery (RR 1.27, 95% CI 0.95 to 1.69). Aides reporting verbal abuse were 11 times as likely to also report physical abuse (RR 11.53; 95% CI 6.84 to 19.45).ConclusionsVerbal abuse is common among HC aides. These findings suggest specific changes in work organisation and training that may help reduce verbal abuse.