Journal of Occupational & Environmental Medicine

BackgroundCOVID-19 pandemic impacted the physical and mental health of Brazilian workers, especially those who started acting in home-office. Changes in the workplace, increased physical inactivity and fear of contracting the disease, known as coronophobia, may be related to increased musculoskeletal pain. ObjectiveTo analyze the prevalence of musculoskeletal pain and coronophobia in home-office workers during the COVID-19 pandemic, as well as evaluating the relationship between these variables. MethodA cross-sectional, observational and descriptive study with 736 participants was conducted through online questionnaire. Sociodemographic data, working conditions, pain, besides the evaluation of coronophobia using COVID-19 Phobia scale (C19P-S) and pain with the Nordic questionnaire of osteomuscular symptoms (NMQ) were collected. ResultsMost participants were female (78%), with an average age of 32.8 {+/-} 10.7 years. During the pandemic, 71% reported some osteomuscular symptoms, and of these, 64% began to have new paintings of pain in the pandemic, with higher incidence in the lower back and neck. Participants who began to perform their functions in home-office presented a higher incidence of pain and, among them, 53% reported that the furniture was not suitable for homework. Most had little fear of Covid-19, but moderate levels of coronophobia increased the chance of musculoskeletal pain (RP=1,74; IC 95%). There was a significant association between coronophobia and musculoskeletal pain. ConclusionsThe pandemic raised the prevalence of musculoskeletal pain, especially in cervical and lumba regions, and the fear of Covid-19 influenced this relationship.

ObjectiveTo estimate the prevalence of burnout and occupational stress (OS) among couriers and to identify the main risk factors. MethodWe followed PRISMA guidelines to search studies published in English and Chinese databases before February 2022. ResultsThe search yielded 15 (7 English and 8 Chinese) papers, 12 of which studied Chinese couriers, and three studied French, Israeli and Malaysian couriers. Twelve studies reported OS using various validated measurement tools, and six reported burnout using adapted versions of Maslach Burnout Inventory. Only four included studies suggested cut-off points to define the condition, hence we used the midpoint of the scales to estimate the prevalence (the proportion of the cases that were above the midpoint). The estimated prevalence of burnout (or a dimension of burnout) among couriers ranged from 20% to 73% (median=33%). The prevalence of OS (or a dimension of OS) ranged from 7% to 90% (median=40%). Twelve studies reported risk factors for burnout or OS; the main ones were physical demands, customer behaviour and a range of working and employment conditions, such as employment precarity and financial insecurity. Job resources (i.e. social support and decision latitude) and organizational support had mitigating effects. ConclusionsBurnout and OS are relatively high among couriers. Interventions to prevent or reduce burnout in this occupation are currently limited. The use of platform technology to shift risks, intensify work and tighten managerial controls could be a potential work-related stressor for app-based couriers but remains a knowledge gap.

ObjectivesThe aim of this study was to clarify which workers symptoms led to unemployment during the COVID-19 pandemic. MethodsThis was a prospective cohort study using questionnaires about COVID-19 administered to Japanese workers. A baseline survey conducted in December 2020 was used to determine workers health history. Unemployment since the baseline survey was ascertained with a follow-up survey in December 2021. The odds ratios (ORs) of unemployment were estimated using a multilevel logistic model with adjusted covariates nested in prefecture of residence. ResultsMales (n = 8,682) accounted for 58.2% of the total sample (n = 14,910), and the mean age was 48.2 years. Multivariate analysis showed that workers with "pain-related problems," "limited physical movement and mobility," "fatigue, loss of strength or appetite, fever, dizziness, and moodiness," "mental health problems," or "sleep" had a greater probability of resigning for health reasons, resigning for all reasons other than retirement, and being unemployed. Those with "skin, hair, and cosmetic concerns" or "eye-related matters" had a greater probability of becoming unemployed. ConclusionsWe identified an association between workers symptoms and resignation or unemployment, with different symptoms having different ORs. Furthermore, there were differences in the associations among the effects of symptoms, work dysfunction, resignation/unemployment, and attitudes of others. Preventive interventions to help workers resolve or improve their symptoms could prevent their becoming unemployed or resigning.

BackgroundThe world of work is undergoing profound changes towards agile, flexible, democratic, and digital forms of work, so called New Work (NW). The COVID-19 pandemic accelerated these changes and confronted the working world with new challenges. Effects on employee health are ambivalent and remain unclear. Moreover, there is a lack of evidence as to whether existing occupational health management (OHM) measures meet the needs of employees working in new forms of work. Methods/DesignThis prospective mixed-method project will include four substudies to identify different NW forms, resulting health risk, benefits and protective factors in subgroups, and derive target group-specific OHM services. In the four substudies, the following methods will be used: (1) a scoping review, semi-standardized interviews, and an online survey, (2) a systematic review, an online survey, an expert workshop and qualitative interviews, (3) workplace observations, and (4) expert workshops. Recommendations for action will be derived from the findings of all substudies and summarized in a checklist for OHM in NW settings. ConclusionFindings will expand the state of knowledge about NW settings and associated health effects. The development of an evidence-based checklist for target group-specific identification of NW settings and associated health risks, benefits and protective factors can be used as a basis for action regarding OHM in companies. The findings can provide guidance on how future OHM services should be designed to meet the needs of employees.

BackgroundLittle is known about the distribution of specific sites where occupational falls frequently occur within the workplace. This study aimed to examine the distribution of occupational falls by sites of occurrence in Japan. MethodsNational data of occupational falls resulting in absences of four or more days in 2023 were extracted from a website managed by the Ministry of Health, Labour and Welfare, Japan. Fall sites were classified as either outdoor or indoor. Indoor sites were further categorized as walkways, work platforms/walking planks, indoor stairs, or other sites. Walkways and work platforms/walking planks were defined as indoor level surfaces. The distribution of occupational fall by sites was described. ResultsAmong all occupational falls, 63.2% occurred at indoor sites (22,780/36,058). The most frequently reported site was indoor level surfaces, accounting for 49.0%, while indoor stairs accounted for 5.9%. When stratified by sex, 65.9% occurred at indoor sites among female workers while 59.0% occurred among male workers. The difference was largely attributable to a higher proportion of falls on indoor level surfaces among females (52.7% in females and 43.5% in males). ConclusionsIn Japan, a substantial proportion of occupational falls occurred at indoor sites, particularly on indoor level surfaces.

BackgroundTeleworking is associated with lifestyle risk factors, such as insufficient physical activity (PA) and increased sedentary time (ST); however, effective interventions tailored to teleworkers are lacking. We aimed to evaluate the effectiveness of a 12-week multicomponent occupational lifestyle intervention on daily step counts among Japanese teleworkers. MethodsThis 12-week, two-arm, parallel-group, cluster randomised controlled trial conducted across 12 clusters in six Japanese companies involved 310 teleworkers (mean age 43.0 years; 72.6% men) randomized to the intervention (6 clusters, n=156) or a waitlist control group (6 clusters, n=154). The multicomponent occupational lifestyle intervention included individual (online lectures, feedback, and email messages), physical (posters and a pop-up), and organizational (encouraging messages from an executive) strategies. The primary outcome was the change in daily step counts, measured using an accelerometer over 14 consecutive days at baseline and at week 12. Analyses were based on the intention-to-treat approach using a generalised estimating equation model. FindingsThe intervention group showed an adjusted mean change in daily step counts of +219 steps (95% confidence interval [CI] -165 to 604), compared with +188 steps (95% CI -183 to 560) in the control group. The adjusted between-group difference was +55 steps (95% CI -550 to 660; p=0.844). No significant effects on the secondary outcomes (ST, light PA, or moderate-to-vigorous PA) were observed. InterpretationThe multicomponent occupational lifestyle intervention did not significantly increase daily step counts among Japanese teleworkers. Therefore, further studies should be done on tailored interventions for teleworkers. Research in contextO_ST_ABSEvidence before this studyC_ST_ABSTeleworking has increased globally, particularly following the coronavirus disease pandemic, and has been associated with reduced physical activity and increased sedentary behaviour, both of which are risk factors for cardiovascular disease. Previous studies have also reported that telework environments may contribute to musculoskeletal and other somatic symptoms. Multicomponent interventions in traditional office settings can effectively increase physical activity and reduce sedentary time. These interventions commonly employ strategies at multiple levels of the social-ecological model, including individual approaches (e.g., lectures or incentives), interpersonal approaches (e.g., team-based activities), environmental modifications (e.g., office rearrangements or sit-stand desks), and organisational support (e.g., leadership encouragement). The applicability of such interventions to teleworking populations remains unclear because teleworkers face distinct challenges such as social isolation, blurred work-life boundaries, and heterogeneous home working environments. These contextual differences highlight the need for interventions specifically tailored to teleworkers. Added value of this studyWe evaluated the effectiveness of a multicomponent occupational lifestyle intervention specifically designed for teleworkers, a population whose work environment differs substantially from traditional office settings. Our findings provide novel evidence that can inform the development of more targeted strategies to promote physical activity in evolving work environments. This study also provides objective measurements of physical activity using accelerometers, enabling detailed evaluation of step counts, sedentary time, and different activity intensities among teleworkers. Additionally, we used daily diaries to distinguish activity patterns across workdays, weekends, teleworking days, and commuting days, providing a nuanced understanding of behavioural patterns in remote work contexts. Implications of all the available evidenceOur findings indicate that low-cost, remotely delivered multicomponent interventions may be insufficient to produce meaningful behavioural change among teleworkers. Similar strategies, including individual, physical, and organisational components, have been effective in traditional workplace interventions; however, their implementation in teleworking environments may not adequately address the specific challenges faced by remote workers. In particular, the lack of strong sociocultural support mechanisms, such as team-based step competitions or workplace champions, may limit engagement and reduce the effectiveness of such programmes. Therefore, further investigation is needed to explore more diverse and targeted intervention strategies, identify the specific needs and behavioural patterns of teleworkers, and apply more precise eligibility criteria to better address heterogeneity within teleworking populations.

ObjectivesThis prospective study aimed to examine the association of job demands, job control, and the lack of supervisor and coworker support with side effects after receiving COVID-19 vaccination in a sample of employees in Japan. MethodsThe data were retrieved from an online panel of full-time employees (E- COCO- J). The analysis included participants who were employed and were not vaccinated at baseline (June 2021) but received vaccination at a four-month follow-up (October 2021). An 11-item scale measured the side effects of COVID-19 vaccines. Four types of psychosocial working conditions (i.e., job demands, job control, and supervisor and coworker support) were measured using the Brief Job Stress Questionnaire (BJSQ). Multiple linear regression analyses were conducted to examine the relationship between the psychosocial working conditions and side effects of COVID-19 vaccines, adjusting for gender, age, educational attainment, marital status, occupation, chronic disease, dose of vaccination, anxiety from potential side effects of vaccines, fear and worry about COVID-19, and psychological distress at baseline. ResultsOverall, 747 employees were included in the analysis. The average number of side effects was 3.78 (SD=2.19): Arm pain (81.1%), fatigues (64.1%), muscle pains (63.3%), and fever (37.5 degrees Celsius +) (53.5%) were reported more frequently. Coworker support score was significantly and negatively associated with the numbers of side effects (standardized {beta}=-0.122, p=0.017). Women, young age, second time vaccination, and high psychological distress were significantly associated with several side effects. ConclusionsEmployees with low coworker support may be more likely to have side effects after COVID-19 vaccinations. The findings of this study could inform employees with low coworker support that increasing workplace support may reduce the side effects. Highlights The effect of poor psychosocial working conditions on side effects after COVID-19 vaccinations was unknown. Poor coworker support at baseline was significantly associated with increased side effects after COVID-19 vaccinations. Informing workers with low coworker support about the findings may help them prepare for the side effect and motivate them to improve coworker support to reduce side effects.

ObjectiveWe examined the association between presenteeism and risk of job resignations and unemployment among Japanese workers during the COVID-19 pandemic. MethodsA prospective study of 27,036 Internet monitors was conducted, starting in December 2020, with 18,560 (68.7%) participating in the follow-up by December 2021. The Work Functioning Impairment Scale (WFun) was used to measure the degree of work function impairment. ResultsThe group with the highest WFun scores had higher odds ratios (ORs) for both retirement and unemployment for health reasons than the group with the lowest WFun scores. ORs were 2.97 (95%CI: 2.46-3.59, p<0. 001) and 1.80 (95%CI: 1.64-1.98, p<0.001), respectively. ConclusionsWorkers with work functioning impairment were at increased risk of resignation or unemployment. Management strategies for workers with work functioning impairment are needed to reduce their disadvantages in employment.

Since the start of the Coronavirus pandemic thousands of people have experienced teleworking and this practice is becoming increasingly commonplace. Systematic reviews can yield evidence and information to help inform the development of policies and regulations, the aim of this study was to highlight the differences in exposure to psychosocial risk factors for health between part-time and full-time teleworking from home. The protocol of the systematic review of the literature was registered on PROSPERO 2020 platform - International Prospective Register of Systematic Reviews (number CRD42020191455), according to the PRISMA statement guidelines. The key words "telework" and frequency ("part-time" or "full-time"), together with their synonyms and variations, were searched. Independent researchers conducted the systematic search of 7 databases: Scopus, SciELO, PePSIC; PsycInfo, PubMed, Applied Social Sciences Index and Abstracts (ASSIA) and Web of Science. Of the 638 articles identified from 2010 to June 2021, 32 were selected for data extraction. The authors evaluated the risk of bias and quality of evidence of the studies included using the Mixed Methods Appraisal Tool. The results were categorized into 7 dimensions of psychosocial risk factors: work intensity and working hours; emotional demands; autonomy; social relationships at work; conflict of values, work insecurity and home/work interface. The results revealed scant practice of full-time teleworking prior to the pandemic. Regarding the psychosocial risk factors found, differences were evident before and during the COVID-19 pandemic. For part-time and full-time telework prior to the pandemic, the dimensions of intensification of work and working hours, social relationships at work, and the home-work interface were the most prominent factors. However, in studies performed during the COVID-19 pandemic where teleworking was mostly performed full-time, there was an increase in focus on emotional demands and the home-work interface, and a reduction in the other dimensions.

ObjectivesLong COVID is a frequent post-infectious chronic condition that impacts quality of life and work performance. Whether individuals with comorbidities experience a greater functional impact of long COVID is unknown. We evaluated the functional impact of long COVID among healthcare workers (HCWs) with chronic cardiovascular diseases, chronic respiratory diseases, obesity, or a history of depression, and compared it with that of HCWs without comorbidities. MethodsWe conducted a cross-sectional study in Quebec, Canada. We compared self-reported long COVID cases to COVID-19-infected controls without long COVID on work ability, work functioning, health-related absenteeism, dyspnea-associated impairment, and psychological distress. We used inverse probability of exposure and robust Poisson regressions to estimate adjusted prevalence differences (aPD) and prevalence ratios. Comorbidity data were obtained from the Quebec integrated chronic disease surveillance system. ResultsA total of 3,754 and 8,439 HCWs with and without comorbidities, respectively, were included. Among HCWs with comorbidities, long COVID was associated with lower work ability, lower work functioning, more health-related long-term absenteeism, more dyspnea-associated impairment, and higher psychological distress (aPDs between 8% (95%CI: 5%-11%) for long-term absenteeism and 27% (95%CI: 22%-31%) for low work functioning). aPDs were greater among HCWs with comorbidities than among those without for low work ability (p=0.01 for interaction), for low work functioning (p=0.03), and for dyspnea-associated impairment (p<0.01). ConclusionLong COVID is associated with significant functional impairment among HCWs with pre-existing chronic conditions. What is already known on this topicPeople with comorbidities and those with long COVID both have affected work performance. What this study addsLong COVID is associated with a greater prevalence of low work ability, low work functioning, and dyspnea-associated impairment among workers with existing comorbidities than among those without. How this study might affect research, practice, or policyPublic health, employers, and physicians should give particular attention to the specific needs of individuals affected by long COVID who already have comorbidities. There is a need for targeted occupational health policies to reduce the functional impact of long COVID among workers with comorbidities.

IntroductionAsymptomatic testing for SARS-CoV-2 among healthcare workers or other essential personnel could remove infected carriers from the workforce, decreasing chances for transmission and workplace outbreaks. Results from one-time testing programs have been reported but data regarding longitudinal testing, including information about employees reactions to such programs, is not readily available. MethodsTo identify asymptomatic carriers of SARS-CoV-2, we implemented a longitudinal screening program for critical on-site employees within our research institute in early April 2020. We conducted a survey of both on-site employees and those working from home in order to measure their reactions to the testing program. Statistical analysis of the survey was conducted with general linear regression and Pearsons Chi-Square tests. ResultsDespite an ongoing high community prevalence rate of COVID-19, to date only two asymptomatic employees tested positive out of 1050 tests run during 7 months of the program. However, 12 symptomatic employees not participating in the program have tested positive. The employee survey was completed by 132/306 (43%) employees, with 93% agreeing that asymptomatic employee screening led to a better and safer working environment and 75% agreeing with on-site public health measures to help contain the virus, but only 58% feeling COVID-19 was a serious threat to their health. ConclusionOur results suggest that a longitudinal asymptomatic employee screening program for SARS-CoV-2 can be accepted by employees and can be used to maintain the health of the workforce, potentially keeping positivity rates below community levels in the face of the ongoing COVID-19 pandemic.

BackgroundNail salon workers are an underserved worker population that faces multiple barriers to accessing occupational health training and services. We developed a series of occupational health training modules, which were culturally tailored to Vietnamese-speaking workers, covering topics on infection control, musculoskeletal disorder prevention, chemical safety, and labor practices. We delivered the training online (due to COVID-19) to a small group of Vietnamese owners and workers in the Philadelphia metro area to obtain feedback on the training content and potential implementation challenges. MethodsSeven participants (three owners and four workers) were recruited to attend the training. Qualitative feedback was obtained after each training session, followed by a more in-depth interviewer-assisted open-ended questionnaire to gain better understanding of the potential challenges of implementing the recommended changes. The Health Belief Model was used to guide the analysis of the participants responses to identify the perceived benefits and barriers of the training. ResultsThemes of perceived benefits of the training were bridging the gap of cosmetology school training, offering practical tips to protect their health at work, and inspiring conversations about work dignity and labor practices. Themes of perceived barriers were availability of affordable safer products and lack of resources, desire to please customers, lack of commitment from owners, and ubiquitous low wage that impacts employees job satisfaction and motivation to change, and difficulty in obtaining a work license. ConclusionsOur study revealed the multitude of social and economic barriers facing immigrant nail salon owners and workers. Potential policies and strategies to overcome some of these structural barriers are discussed for the long-term health protection of nail salon workers.

ObjectivesDaily sedentary time has been found to be higher during remote workdays compared to office workdays, but current evidence relays on studies from pandemic times. This study aimed to compare device-measured physical activity and sedentary behavior between office and remote workdays, worktimes, and non-worktimes among Finnish hybrid workers. MethodsOverall, 97 university employees (84% women, mean age 41.6 (SD 10.5) years) wore Fibion SENS sensor on their thigh for 7 consecutive days and provided at least one remote and one office workday. Sedentary time (SED), light physical activity (LPA), and moderate-to-vigorous physical activity (MVPA) were measured for remote and office workdays, worktimes, and non-worktimes. A linear mixed model was used to study the within-individual differences. ResultsRemote workdays accumulated 44 min (95% confidence interval (CI) 25-64) more SED, 29 min (95% CI 10-48) less LPA, and 15 min (95% CI 11-20) less MVPA compared to office workdays. Remote worktime included 31 min (95% CI 15-48) more SED, 24 min (95% CI 8-40) less LPA, and 7 min (95% CI 5-10) less MVPA compared to the office worktime. Non-working hours accumulated more SED and less MVPA during remote vs. office workday. ConclusionsRemote workdays included less physical activity and more sedentary behavior compared to office workdays, especially during working hours. Because of the popularity of remote work, strategies to promote physical activity and reduce sedentary behavior during remote work are warranted. What is already known on this topicRemote work is a popular way of working, but it may increase daily sedentary time. What this study addsHigher levels of sedentary behavior and lower physical activity during remote vs. office workdays derived mainly from morning and working hours. How this study might affect research, practice or policyActions and interventions to increase physical activity and reduce sedentary behavior during remote working hours are needed.

IntroductionThis study aims to examine the job satisfaction of occupational safety experts working in Joint Health and Safety Units (JHSUs) in Turkiye, and to identify the associated factors, including perceived competence, workload, support, and training. MethodsA cross-sectional descriptive study was conducted in September 2024 using an online questionnaire. A total of 102 occupational safety experts participated. The survey included sociodemographic questions, the Job Satisfaction Questionnaire, and the Warwick Edinburgh Mental Wellbeing Scale. Chi-square, post-hoc power, and regression analyses were used to explore associations between variables and job satisfaction. ResultsThe findings indicated that mental wellbeing, perceived competence, managerial support, and the ability to fulfill job requirements were significantly associated with higher job satisfaction. Perceived adequacy of training and concerns about job security also played a role. Despite expectations, increasing years of experience and certification class did not correspond with increased job satisfaction, suggesting that experience alone may not enhance perceived competence. The overall sample was skewed toward more experienced and highly engaged professionals, with underrepresentation of C class certified experts. ConclusionThe study provides insights into factors influencing job satisfaction among occupational safety experts and highlights the role of psychological and organizational dynamics beyond demographic characteristics. The findings underline the need for targeted strategies to improve training quality, support mechanisms, and working conditions. Furthermore, such research contributes to a broader understanding of how differing national OHS practices impact the job satisfaction and competencies of safety professionals.

ObjectivesThe main objectives of this article are (i) to explore the potential relationship between precarious employment and the production of steroid hormones (both adrenal and gonadal) and (ii) to evaluate the psychosocial risk factors at work (i.e. demands, control, and support) and work-life conflicts in this relationship. MethodsCross-sectional data were derived from a sample of workers from Barcelona (n=255 --125 men, 130 women). A set of 23 markers were determined from hair samples to evaluate the chronic production of both adrenal and gonadal steroids. Linear regression models were used to estimate the association between precarious employment and the production of adrenal and gonadal steroids, and decomposition analyses were applied to estimate the indirect effect of psychosocial risk factors and work-life conflict on this relationship. ResultsGender differences in the association with PE-steroid production were found. Among men, gonadal axis steroids were associated with precarious employment (specifically, androstenedione and testosterone), while among women, adrenal axis steroids, primarily cortisol and markers derived from its metabolism, were associated with precarious employment. Psychosocial risk factors and work-life conflicts had significant positive indirect effects only among women. ConclusionsGender differences were found in respect of the indirect effects of psychosocial risk factors and work-life conflicts on the association between precarious employment and the production of adrenal and gonadal steroids, which suggests that, beyond the biochemical differences, the physiological effect of PE could be mediated by the social construction of gender identities, positions and roles in society and family. KEY MESSAGES What is already known about this subject?Previous studies suggest that precarious employment is associated with workers health; however, most studies are based on self-rated health indicators and do not explore the causal mechanisms behind this association. What are the new findings?Precarious employment was associated with the production of some adrenal and gonadal steroids, and the psychosocial work environment had an indirect effect on this association, although with significant gender differences. How might this impact on policy or clinical practice in the foreseeable future?An occupational health policy aimed at improving the quality of employment and, at the same time, the psychosocial work environment can reduce the production of hormones that are associated with stress.

ObjectivesThis study aimed to evaluate the process of implementation of a peer coaching intervention program for occupational physicians (OPs) to improve the execution of preventive tasks. Specifically, the evaluation seeks to: (1) describe the reach and uptake of the intervention program; (2) determine the extent to which the program was implemented as intended; (3) provide insights into experiences of OPs, and (4) identify factors influencing the implementation. MethodsThis study employed a mixed-methods approach to assess seven main process indicators: acceptability, adoption, appropriateness, feasibility, fidelity, penetration and sustainability. Data were collected between March and June 2024 by means of an online questionnaire (N=98), and 17 semi-structured interviews with group coordinators and OPs. Results20 out of 21 groups allocated to the intervention program participated in the intervention and 98 out of 115 participants (85%) filled in the questionnaire. Three-quarters of the participants completed the entire program. 96% of the OPs successfully discussed barriers to the execution of preventive tasks, and 83% were able to formulate strategies for these barriers. Most participants managed to implement their formulated goals in practice. When they were unable to do so, time constraints and resistance from employers and their occupational health services often played a role. OPs valued the programs structure, interaction with colleagues, and the increased awareness it generated. Discussion and conclusionThe peer coaching group program was well-implemented and positively evaluated by OPs. The program can be improved by allocating more time to it, for instance by integrating it into the educational curriculum, and by paying more attention to the specific working conditions of OPs, such as the different sectors in which they are employed. Trial registration: ISRCTN registry; ISRCTN15394765. Registered on 27 June 2023.

BackgroundPoor employee mental health and wellbeing are highly prevalent and costly. Time-related factors such as work intensification and perceptions of time poverty or pressure pose risks to employee health and wellbeing. While reviews suggest that there are positive associations between time management behavior and wellbeing, there is limited rigorous and systematic research examining the effectiveness of time management interventions on wellbeing in the workplace. A thorough review is needed to synthesize time management interventions and their effectiveness to promote employee mental health and wellbeing. MethodA systematic search will be conducted using the following databases: PsychINFO via OVID (1806-Present), Web of Science, Scopus via Elsevier (1976-Present), Academic Search Complete (EBSCO), Cochrane Library via Wiley (1992-Present), and MEDLINE via OVID (1946-Present). The review will include experimental and quasi-experimental studies that evaluate the effects of time management interventions on wellbeing outcomes on healthy adults in a workplace context. Only studies in English will be included. Two authors will independently perform the literature search, record screening, data extraction, and quality assessment of each study included in the systematic review and meta-analysis. Data will be critically appraised using the Cochrane risk-of-bias tools. Depending on the data, a meta-analysis or a narrative synthesis will be conducted. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were followed in the development of this protocol. The protocol has been registered in PROSPERO (CRD4202125715). DiscussionThis review will provide systematic evidence on the effects of time management interventions on wellbeing outcomes in the workplace. It will contribute to our understanding of how time management approaches may help to address growing concerns for employee mental health and wellbeing.

BackgroundDisease reporting is often unreliable and faces many challenges, making it difficult to estimate the true burden of occupational diseases, defined as any disease that is caused by the work activity or environment. This study aimed to assess the global reporting and underreporting rate of occupational diseases, and to identify the factors affecting the underreporting of occupational diseases. MethodsFollowing the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) guidelines, this study searched Medline (PubMed), CINAHL, EMBASE, Scopus, Web of Science, WHO Institutional Repository for Information Sharing (IRIS) database, Dimensions, and Google Scholar. We used search terms related to reporting and underreporting of occupational diseases or illnesses. The selected records were screened, and data extracted using the Covidence software tool. Screening and quality assessment were conducted by two independent researchers and finalized by a third researcher. The quality of the evidence was assessed with the Mixed Methods Appraisal Tool. This study is registered on PROSPERO, number CRD42023417814. ResultsA total of 121 studies from 29 countries were identified, all coming from high-income and upper-middle-income countries. The incidence rate of occupational disease varied widely, ranging between 1.71 to 1,387 per 100,000 employees yearly. The highest number of annual cases was reported in the agricultural sector (ranging from 33 to 6,431), followed by the health sector (146 to 5,508), and then the construction sector (264). Two studies evaluated rates of underreporting, which varied from 50% to 95%. The main factor contributing to underreporting was employee concerns about job security. ConclusionsThe results reveal a significant gap in the reporting of occupational diseases among high-income and low-middle-income countries. This review also identifies variations in reporting mechanisms across different countries. Our findings highlight the need to establish a national system for reporting occupational diseases that engages employers, employees, and healthcare providers.

BackgroundCompared to the numerous reports on mental health outcomes of workplace bullying victims, research on organizational outcomes of witnesses and physical health outcomes of victims and witnesses is scarce. Therefore, the purpose of this study was to investigate the relationship between bullying victimization and witnessing and various physical and mental health outcomes and organizational outcomes such as sickness absence, work performance, and job satisfaction. MethodsThis study used cross-sectional data from a nationally representative, community-based sample of 5,000 Japanese residents aged 20-60. We analyzed data from 1,496 respondents after excluding those not working at the time of the survey and those with missing values. Workplace bullying, psychological distress, physical complaints, and job satisfaction were assessed with the New Brief Job Stress Questionnaire and work performance with the World Health Organizations Health and Work Performance Questionnaire. In addition, subjective health status, physician-diagnosed mental or physical illness, and sickness absence were asked as one item. Hierarchical multiple regression analysis or Poisson regression analysis was conducted to assess the association between victimization/witnessing workplace bullying and health and organizational outcomes. ResultsBoth victimization and witnessing workplace bullying were significantly associated with psychological distress, physical complaints, subjective poor health, physician-diagnosed mental disorders, and job dissatisfaction. Victimization of workplace bullying was further associated with physician-diagnosed respiratory diseases, sickness absence ([&ge;]7 days), and poor work performance. Victims were absent from work for 4.5 more sick days and had 11.2% lower work performance than non-victims. ConclusionsThe results showed that both victimization and witnessing workplace bullying were significantly associated with physical and mental outcomes and various organizational outcomes. Organizations should implement further measures to prevent personal and organizational losses due to workplace bullying.

ObjectivesThe pandemic of the new coronavirus disease (COVID-19) has created a challenging environment for workers. This study aimed to investigate the risk factors for workplace bullying and mental health outcomes during the pandemic among workers. MethodsWe conducted a nationwide online cross-sectional survey from August to September 2020 in Japan (N = 16,384). Workplace bullying was measured by one item from the Brief Job Stress Questionnaire; severe psychological distress (SPD) by K6 ([&ge;]13); and suicidal ideation by one item. Prevalence ratios were calculated by Poisson regression analyses adjusting for potential confounders such as gender, age, occupational characteristics, and a prior history of depression. ResultsOverall, 15% of workers experienced workplace bullying, 9% had SPD, and 12% had suicidal ideation during the second and third wave of the COVID-19 pandemic in Japan. The results of this study showed men, executives, managers, and permanent employees had a higher risk of bullying compared to women or part-time workers. Increased physical and psychological demands were common risk factors for bullying, SPD, and suicidal ideation. Newly starting working from home was a significant predictor for adverse mental health outcomes, however, it was found to be a preventive factor against workplace bullying. ConclusionsThe results of this study found different high-risk groups for bullying or mental health during the pandemic. When intervening to decrease workplace bullying or mental health problems, we should focus on not only previously reported vulnerable workers but also workers who experienced a change of their working styles or job demands. Key messagesO_ST_ABSWhat is already known about this subject?C_ST_ABSO_LIWorkplace bullying is one of the severe job stressors in the workplace that cause mental health problems. C_LIO_LIHealth care workers, less-educated workers, and non-regular female workers have been reported to have greater psychological distress during the COVID-19 pandemic. C_LI What are the new findings?O_LIAbout 15% of workers experienced workplace bullying, 9% had SPD, and 12% had suicidal ideation during the pandemic in Japan. C_LIO_LIMen, executives, managers, and permanent workers had a higher risk of bullying compared to women or part-time workers. C_LIO_LIIncreased physical or psychological demands were common risk factors for bullying, SPD, and suicidal ideation. C_LIO_LIWhile newly starting working from home was a preventive factor against workplace bullying, it was found to be a significant risk factor for adverse mental health outcomes. C_LI How might this impact on policy or clinical practice in the foreseeable future?O_LIThe results of this study indicate a different pattern of high-risk groups for bullying or mental health during the pandemic. C_LIO_LIWhen intervening to decrease workplace bullying or mental health problems, we should focus on not only previously reported vulnerable workers but also workers who experienced a change of their working styles or job demands. C_LI