2.Generic and Police-Specific Occupational Risk Factors of Mental Health and Well-Being Among Urban and Sub-Urban Malaysian Traffic Police Officers
Malaysian Journal of Medicine and Health Sciences 2018;14(SP2):87-94
Introduction: Mental health in policing has been widely studied but incidence of mental health illnesses among them keep increasing. This study aimed to analyse generic and specific work stressors among police officers and their differences between urban and sub-urban police population. Methods: This was a cross-sectional study conducted in Kuala Lumpur and in nine sub-urban provinces in Pahang and Negeri Sembilan which involved 328 traffic police officers recruited by universal sampling. Data was collected by using self-administered questionnaire consisted of Police Stress Questionnaire (PSQ), the Job Content Questionnaire (JCQ), the Work Family Conflicts (WFC), the International Union against Tuberculosis and Lung Disease (IUATLD), and the General Health Questionnaire (GHQ-12). Results: The response rate was 71.30%. Majority of respondents were male (86.59%) with average age of 38.84 years old. The prevalence of probable mental health illnesses was 29.80% in sub-urban and 44.30% in urban. Job demand, role ambiguity, family to work conflicts and almost all specific works stressors were significantly higher among urban respondents. For urban, results showed that the most significant stressor was perceived air pollution (p<0.01) followed by age (p=0.01), job control (p=0.01), and operational stressors (p=0.03). While in sub-urban, the most significant stressors determined were the presence of chronic diseases (p=0.03) and organizational stressors (p=0.01). Conclusion: The prevalence of probable mental health illnesses was high in both study areas and each area had its own unique work stressors. Intervention strategies prioritizing on these factors are therefore recommended.
Work stressors
3.A descriptive cross-sectional study on the motivation of work-from-home office workers in the National Capital Region.
Clark Anthony Trovela ; Jennifer Marie L. San Juan ; Marian Angelica C. Tria ; Sofia Kairie T. Tria ; Katrina Isabel G. Trinchera ; Albertito Luis V. Tuazon ; Christine Joyce J. Tumabini ; Maria Penafrancia L. Adversario ; Maria Lourdes D. Sta. Ana
Health Sciences Journal 2023;12(1):57-65
INTRODUCTION:
The landscape of work has changed since the start of the COVID-19 pandemic as more
companies shifted from face-to-face to the work-from-home (WFH) setup. This change has affected several
aspects of human life especially the motivation to WFH. The study aimed to determine the motivation
of WFH among office workers in the National Capital Region (NCR) from March 2020 to February 2022
METHODS:
Using a descriptive cross-sectional study design, an online survey of WFH office workers around
the NCR, Philippines was conducted. A 26-item questionnaire on motivation covering dimensions of
availability (flexibility), safety (work-life balance), and meaningfulness (work performance) was used. Data
was analyzed using SPSS version 24.
RESULTS:
A total of 252 respondents were included in the study, with a majority identifying as females
aged 21 to 30, never married, and college graduates. Additionally, respondents reported having one to
five years of work experience and were employed in professional/technical/managerial fields. Regarding
the impact of remote work, the findings indicated that most individuals who worked from home (WFH)
felt motivated by this setup due to its positive effects on availability, time and cost savings from reduced
commuting, and the flexibility it provided for managing their schedules according to personal preferences.
Furthermore, in terms of safety and conducive work environment, WFH office workers expressed agreement
that the remote work setup contributed to a favorable work environment, leading to increased job
satisfaction. This setup allowed them to effectively balance work responsibilities with personal and family
commitments. The study also revealed that WFH office workers perceived a sense of meaningfulness in
their work, as they felt trusted and valued by their employers. This sentiment contributed to their overall
well-being, both physically and mentally
CONCLUSION
Work-from-home office workers are generally always motivated in terms of availability
(flexibility), safety (work-life balance) and meaningfulness (work performance).
motivation
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flexibility
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work-life-balance
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work performance
4.The affects of hot microclimate environment at work to pilots and technicians at some airports
Journal of Preventive Medicine 2002;12(1):72-74
A study on some pilots and technicians at some airports from the center to the South showed that: during the studying days of May - June /1996, the temperature burden of hot microclimate environment according to the Yaglow general index rose to 32%, the tension of the temperature regulatory mechanism of the body expressed the raising of body temperature, increasing the pulse and excretion of sweats. Suitability to the hot climate of pilots and technitians through training themselves maintained the temperature balance at standard level.
Affect
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Microclimate
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Work
5.Evaluation of the relations between the working environment and worker's health in petrol sector in Vietnam
Journal of Medical and Pharmaceutical Information 1999;(12):10-13
Worker of 18 petroleum enterprises and stores in northern and central Vietnam, who exposed to petroleum materials, were involved to a comprehensive study. This study covered environmental surveillance, health examinations, diagnosis of occupational disease, laboratory analyses. Results were statistically evaluated. An improvement of work-place environment was noted, but in some places plomb tetraethyl level in air was still higher by many times than the tolerant standard. Among the subjects exposed to petroleum materials, the incidence of occupational diseases was higher by 91- 3.73 times than that of control subjects.
Work
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environment
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workplace
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Petroleum
6.Preliminary research on work condition and its effects on female teachers
Journal of Medical and Pharmaceutical Information 2001;(11):27-29
Women occupy the majority among work force of education. The preliminary research on working condition and its effects on female teachers showed out workplace factors related to female teachers’ health and the changes of some psycho-physiological parameters as well as the signs of fatigue and strain after work. The research has made some suggestion for further studies
Faculty
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Work
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female
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workplace
8.Work Engagement among Breast Cancer Survivors: Are They Less Engaged in Their Work?
Zoharah Omar ; Roohangiz Karimi ; Nor Azida Nayan ; Nor Aina Emran ; Najwa Haneem Mohamad
International Journal of Public Health Research 2014;4(2):457-464
This study investigates work engagement of employed breast cancer survivors in comparison to unmatched control samples of healthy working women without cancer and any other chronic diseases from the general population. A case-control study design using unmatched controls was adopted in this study. The case comprised of 80 female breast cancer survivors who have returned to full-time employment selected using purposive sampling technique. Meanwhile, controls were 88 healthy female working women in full time paid employment, selected using quota sampling. Questionnaire covering socio-demographic characteristics and self-rated work engagement measured using Utrecht Work Engagement Scale (UWES) was distributed to the cancer survivors through face-to-face meeting during their hospital visits. For the healthy controls the questionnaires were distributed using drop-and-collect method through the human resource personnel of the participating organization. The results revealed, after controlling for age, marital status, ethnic group and tenure with organization, no significant differences in the overall work engagement was found between the breast cancer survivors [mean (SD) = 4.66 (0.92)] and the healthy controls [mean (SD) = 4.75 (0.85)]; F(1, 163) =1.70. In comparison to the work engagement domains, only the Vigor domain was found to be significantly lower for the survivors, survivors [F (1, 163) =14.94; p<.001] compared to healthy controls. However, the effect size was small (2= 0.004). No significant difference was found in the mean absorption and dedication domain scores. The findings suggest, except for vigor domain, work engagement of breast cancer survivors who have returned to work do not differ from individuals without cancer.
Breast Neoplasms
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Survivors
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Work
9.A study on total rewards management in Philippine Healthcare Companies: An occupational issue
Virgel C. Binghay ; Sophia Francesca Lu ; Jinky Leilanie Lu
Acta Medica Philippina 2022;56(1):42-52
Introduction:
Companies and hospitals in the healthcare industry, like other businesses, are not exempted from the rising labor costs and growing dissatisfaction among employees. The assessment and optimization of total rewards management (TRM) are important since TRM consists of monetary and non-monetary rewards given to employees in exchange for their time, talents, and efforts.
Objective:
This study assessed the TRM in Philippine healthcare companies. This study also looked into the organizational structure of various health-service companies and their TRM, and the difference between companies with TRM and without TRM in terms of pay, benefits, work-life balance, career development, and performance recognition.
Method:
A total of 74 human resource personnel were randomly sampled from healthcare companies in the Philippines. A survey questionnaire was administered with items on TRM philosophy divided into five parts – pay, benefits, work-life balance, career development, and performance recognition. High mean scores per TRM component correspond to higher levels of agreement to positive statements to the corresponding TRM component. Chi-square test was used to determine the association between various demographic variables and the existence of a TRM philosophy in a company. T-test was used to determine whether the differences in the mean scores per TRM component were statistically significant or not.
Results:
Less than half (44%) of the included companies have TRM and companies in Metro Manila were more likely to have an existing TRM philosophy. Companies in the healthcare sector usually disseminate information on TRM during town hall meetings, and not during onboarding. Employees in the healthcare companies had strict work schedules as most employers did not allow flexi-time arrangements. This may have contributed to burnout and stress that are common in most companies. Lastly, employees working in companies with a TRM philosophy do not experience significantly better pay, benefits, work-life balance, career development, and performance recognition than those working in companies without TRM.
Conclusion
These findings suggest that even companies with an established TRM philosophy need significant improvement in their TRM processes for TRM to translate to better pay, benefits, work-life balance, career development, and performance recognition.
Work-Life Balance
10.A realist review of effective university-based wellness programs on physical activity, occupational balance, and vocal health
Mary-Grace D.P. Kang ; Frances Rom M. Lunar ; Raiza Mariae R. Ruiz ; Carlos Dominic D. Olegario ; Kristofferson G. Mendoza ; Marvin Louie S. Ignacio ; Paul Christian G. Reyes ; Treisha Naedine H. Santos ; Michael C. Valdez ; Micah Marie B. Tutor ; Maria Eliza R. Aguila
Philippine Journal of Health Research and Development 2024;28(1):10-17
Background:
Wellness programs can be implemented in a university setting and may include varied elements such as physical activity, occupational balance, and vocal health. However, there is limited information that highlights and synthesizes why and how these programs work. Therefore, this study aimed to understand effective programs on physical activity, occupational balance, and vocal health for university constituents in relation to the implementation contexts, mechanisms, and outcomes (CMO).
Methodology:
Guided by the Health Belief Model in the context of a realist review design, the researchers conducted an iterative search among seven peer-reviewed electronic databases in the health and education fields using a predetermined set of eligibility criteria.
Results:
The search identified 6564 records, of which programs from 20 records contributed to data synthesis. Nine CMO statements were created, with physical activity programs accounting for most configurations. Key themes identified were tailored and individualized interventions, medium-term incentivization, lifestyle education programs utilizing information and communications technology, interdisciplinary multi-component programs, use of self-monitoring strategies, social support, and shared experiences among employees and students. Analysis of the mechanisms of these effective university programs revealed processes and structures that were consistent with elements of the Health Belief Model.
Conclusion
Effective university-based PA programs result from a health-supporting culture among staff and students, utilizing self-based, technological, and social approaches that target and address individual and organizational behaviors in physical activity, occupational balance, and vocal health. This realist review provides practical information that may guide the development of university-based programs and policies targeting these areas of wellness.
Exercise
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Work-Life Balance