Immigrants in the United States (U.S.) healthcare workforce face challenging working conditions. This study aimed to compare the working conditions of healthcare workers based on immigration status. Using National Health Interview Survey (NHIS) 2015 data, we compared the sociodemographic characteristics and working conditions between 374 non-U.S. born and 1,986 U.S. born healthcare workers. Multivariable logistic regression was used to examine associations between immigration status and selected working conditions. It was found that non-U.S. born and U.S. born healthcare workers differed in sociodemographic and occupational characteristics. After adjusting for sociodemographic covariates, non-U.S. born healthcare workers had higher odds of non-permanent contract work (aOR: 1.87, 95% CI [1.25, 2.79], p < 0.01) and lower odds of workplace harassment (aOR: 0.51, 95% CI [0.31, 0.83], p < 0.01), compared to U.S. born healthcare workers. Immigrant healthcare workers' occupational experiences should be further explored to improve organizational and psychosocial working conditions.

Immigrants in the United States (U.S.) healthcare workforce face challenging working conditions. This study aimed to compare the working conditions of healthcare workers based on immigration status. Using National Health Interview Survey (NHIS) 2015 data, we compared the sociodemographic characteristics and working conditions between 374 non-U.S. born and 1,986 U.S. born healthcare workers. Multivariable logistic regression was used to examine associations between immigration status and selected working conditions. It was found that non-U.S. born and U.S. born healthcare workers differed in sociodemographic and occupational characteristics. After adjusting for sociodemographic covariates, non-U.S. born healthcare workers had higher odds of non-permanent contract work (aOR: 1.87, 95% CI [1.25, 2.79], p < 0.01) and lower odds of workplace harassment (aOR: 0.51, 95% CI [0.31, 0.83], p < 0.01), compared to U.S. born healthcare workers. Immigrant healthcare workers' occupational experiences should be further explored to improve organizational and psychosocial working conditions.

Immigrants in the United States (U.S.) healthcare workforce face challenging working conditions. This study aimed to compare the working conditions of healthcare workers based on immigration status. Using National Health Interview Survey (NHIS) 2015 data, we compared the sociodemographic characteristics and working conditions between 374 non-U.S. born and 1,986 U.S. born healthcare workers. Multivariable logistic regression was used to examine associations between immigration status and selected working conditions. It was found that non-U.S. born and U.S. born healthcare workers differed in sociodemographic and occupational characteristics. After adjusting for sociodemographic covariates, non-U.S. born healthcare workers had higher odds of non-permanent contract work (aOR: 1.87, 95% CI [1.25, 2.79], p < 0.01) and lower odds of workplace harassment (aOR: 0.51, 95% CI [0.31, 0.83], p < 0.01), compared to U.S. born healthcare workers. Immigrant healthcare workers' occupational experiences should be further explored to improve organizational and psychosocial working conditions.

Immigrants in the United States (U.S.) healthcare workforce face challenging working conditions. This study aimed to compare the working conditions of healthcare workers based on immigration status. Using National Health Interview Survey (NHIS) 2015 data, we compared the sociodemographic characteristics and working conditions between 374 non-U.S. born and 1,986 U.S. born healthcare workers. Multivariable logistic regression was used to examine associations between immigration status and selected working conditions. It was found that non-U.S. born and U.S. born healthcare workers differed in sociodemographic and occupational characteristics. After adjusting for sociodemographic covariates, non-U.S. born healthcare workers had higher odds of non-permanent contract work (aOR: 1.87, 95% CI [1.25, 2.79], p < 0.01) and lower odds of workplace harassment (aOR: 0.51, 95% CI [0.31, 0.83], p < 0.01), compared to U.S. born healthcare workers. Immigrant healthcare workers' occupational experiences should be further explored to improve organizational and psychosocial working conditions.

Immigrants in the United States (U.S.) healthcare workforce face challenging working conditions. This study aimed to compare the working conditions of healthcare workers based on immigration status. Using National Health Interview Survey (NHIS) 2015 data, we compared the sociodemographic characteristics and working conditions between 374 non-U.S. born and 1,986 U.S. born healthcare workers. Multivariable logistic regression was used to examine associations between immigration status and selected working conditions. It was found that non-U.S. born and U.S. born healthcare workers differed in sociodemographic and occupational characteristics. After adjusting for sociodemographic covariates, non-U.S. born healthcare workers had higher odds of non-permanent contract work (aOR: 1.87, 95% CI [1.25, 2.79], p < 0.01) and lower odds of workplace harassment (aOR: 0.51, 95% CI [0.31, 0.83], p < 0.01), compared to U.S. born healthcare workers. Immigrant healthcare workers' occupational experiences should be further explored to improve organizational and psychosocial working conditions.

Background: Different job strain formulations based on the Job Demand-Control model have been developed. This study evaluated longitudinal associations between job strain and psychological distress and whether associations were influenced by six formulations of job strain, including quadrant (original and simplified), subtraction, quotient, logarithm quotient, and quartile based on quotient, in randomly selected Japanese workers. Methods: Data were from waves I and II of the Survey of Midlife in Japan (MIDJA), with a 4-year follow-up period. The study sample consisted of 412 participants working at baseline and had complete data on variables of interest. Associations between job strain at baseline and psychological distress at follow-up were assessed via multivariable linear regression, and results were expressed as β coefficients and 95% confidence intervals including R2 and Akaike information criterion (AIC) evaluation. Results: Crude models revealed that job strain formulations explained 6.93–10.30% of variance. The AIC ranged from 1475.87 to 1489.12. After accounting for sociodemographic and behavioral factors and psychological distress at baseline, fully-adjusted models indicated significant associations between all job strain formulations at baseline and psychological distress at follow-up: original quadrant (β: 1.16, 95% CI: 0.12, 2.21), simplified quadrant (β: 1.01, 95% CI: 0.18, 1.85), subtraction (β: 0.39, 95% CI: 0.09, 0.70), quotient (β: 0.37, 95% CI: 0.08, 0.67), logarithm quotient (β: 0.42, 95% CI: 0.12, 0.72), and quartile based on quotient (β: 1.22, 95% CI: 0.36, 2.08). Conclusion Six job strain formulations showed robust predictive power regarding psychological distress over 4 years among Japanese workers.