Humans ; Work

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

Human ; Work

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 ; flexibility ; work-life-balance ; work performance

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 ; Microclimate ; Work

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 ; environment ; workplace ; Petroleum

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 ; Work ; female ; workplace

Emergencies ; Rescue Work

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 ; Survivors ; Work

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