Students managing work and study role boundaries: a person-centred approach.

To cope with demands of working while studying, students must structure the boundaries between these roles (e.g., integrate or segment them) to suit their preferences and circumstances. However, students differ on how well they do this, and we do not yet understand the factors that contribute to managing work and study well. We sought to determine if different student groups existed and if the groups reported different work, study, and wellbeing outcomes. Using latent profile analysis and assessing work-study boundary congruence and flexibility (N = 808; 76% female; MAge 19.6 years), we identified four groups of (a) "balanced" (65.4%; with moderate boundary congruence and flexibility); (b) "high work congruence and flexibility" (17.5%; working arrangements supportive of study role); (c) "low work congruence and flexibility" (9.7%; unsupportive workplace arrangements); and (d) "low study congruence" (7.3%; study arrangements unsupportive of work role). These groups reported different work/study demands, role conflict, study burnout, and perceived employability, with "balanced" and "high work congruence and flexibility" groups scoring more positively and "low work congruence and flexibility" and "low study congruence" groups scoring more negatively. Results supported that different student groups existed, and these will need different supports to manage their multiple role responsibilities.

Measuring occupational stress in emergency departments.

OBJECTIVE: EDs are highly demanding workplaces generating considerable potential for occupational stress experiences. Previous research has been limited by a focus on specific aspects of the working environment and studies focussing on a range of variables are needed. The aim of the present study was to describe the perceptions of occupational stress and coping strategies of ED nurses and doctors and the differences between these two groups. METHODS: This cross-sectional study was conducted at a public metropolitan hospital ED in Queensland, Australia. All ED nurses and doctors were invited to participate in an electronic survey containing 13 survey measures and one qualitative question assessing occupational stress and coping experiences. Descriptive statistics were employed to report stressors. Responses to open-ended questions were thematically analysed. RESULTS: Overall, 104 nurses and 35 doctors responded (55.6% response rate). Nurses reported higher levels of both stress and burnout than doctors. They also reported lower work satisfaction, work engagement, and leadership support than doctors. Compared with doctors, nurses reported significantly higher stress from heavy workload/poor skill mix, high acuity patients, environmental concerns, and inability to provide optimal care. Thematic analysis identified high workload and limited leadership and management support as factors contributing to stress. Coping mechanisms, such as building personal resilience, were most frequently reported. CONCLUSIONS: The present study found organisational stressors adversely impact the well-being of ED nurses and doctors. Organisational-focused interventions including leadership development, strategic recruitment, adequate staffing and resources may mitigate occupational stress and complement individual coping strategies. Expanding this research to understand broader perspectives and especially the impact of COVID-19 upon ED workers is recommended.

Suicide among transport industry workers: A systematic review and meta-analysis.

OBJECTIVES: Working in high-stress and male-dominated occupations is associated with an elevated risk of suicide. The current study sought to conduct the first systematic literature review and meta-analysis aimed at determining suicide risk across the diverse, high pressure and male-dominated transport industry (commercial aviation, merchant seafaring, transit/driving) as compared to the general/employed population. METHODS: Searches of PubMed/Medline, Scopus and PsycINFO databases were conducted without date restriction until March 2021. Studies were included if they were written in English, were peer reviewed, and presented primary observational research data. Studies referring exclusively to suicidal ideation, suicide attempts, self-harm, and/or accidents were excluded. RESULTS: Following deletion of duplicates and non-English titles, a total of 4201 titles/abstracts were screened and 92 full-texts were read against inclusion/exclusion criteria. The final included sample consisted of 23 articles (16 used for meta-analysis). Results from the meta-analysis indicated that transport workers had a significantly elevated risk for suicide as compared to the general/employed population. Results were consistent across sensitivity analyses, and there was some variation across subgroup analyses. CONCLUSIONS: Overall, we found transport workers had a significantly higher risk for suicide than the general/employed population, and this appeared to be driven by the association for those working in merchant seafaring/maritime occupations. The findings are discussed in relation to an identified need for the development, implementation, and evaluation of tailored workplace suicide prevention strategies for transport industry workers.

Do Leadership, Organizational Communication, and Work Environment Impact Employees' Psychosocial Hazards in the Oil and Gas Industry?

Workplace hazards can have a significant influence on a worker's physical and mental health, reducing an organization's effectiveness in terms of safety. However, psychosocial hazards are being recognized as a crucial component that must be addressed for the individual's and organization's safety. The purpose of this research was to propose and statistically evaluate a brief theoretical framework based on leadership, organizational communication, work environment, and psychosocial hazards in Malaysia's upstream oil and gas sector. The framework was tested on 380 Malaysian upstream oil and gas workers. The collected data were analyzed using partial least squares and structural equation modelling (PLS-SEM). The study's findings revealed that in the Malaysian oil and gas industry, leadership, communication, and work environment negatively influenced the psychosocial hazards. This negative association between predictors and psychosocial hazards, particularly job expectations, control, role, and relationships, indicates new grounds for research. It is discussed how the findings could be used to track employees' well-being over time and generate focused treatments.

Seeing into the future: The role of future-oriented coping and daily stress appraisal in relation to a future stressor.

Recent research has identified the value of distinguishing between employee's appraisals of their work-based challenge, hindrance, and threat job demands, and of how employee's future-oriented coping is associated with key occupational outcomes. The current study extends this research by assessing the extent to which employee's proactive and preventive coping techniques each directly and indirectly predicted challenge, hindrance and threat appraisals. Utilizing a daily diary design, 89 undergraduate students completed five daily surveys focused on a common future stressor. Results suggested daily appraisals do not change as much as expected, with only challenge appraisals reducing across the 5-day period. However, both proactive and preventive coping moderated daily stress appraisals, such that when proactive coping was high, challenge appraisals increased and hindrance appraisals decreased. Similarly, preventive coping appeared to reduce both hindrance and threat appraisals. Theoretical and practical implications of the multi-level and dynamic nature of appraisals and future-oriented coping are discussed.

Companion animal death and client bereavement: A qualitative investigation of veterinary nurses' caregiving experiences.

Veterinary paraprofessionals are routinely confronted with companion animal death and client bereavement throughout their day-to-day work. However, research exploring the nature and psychological impact of these end-of-life encounters among veterinary paraprofessionals is scarce. To address this knowledge gap, we conducted an exploratory qualitative investigation involving semi-structured interviews with 26 veterinary nurses. Thematic analysis identified three major themes within the data: (1) Contextual nuances; (2) Relational dynamics; and (3) Cumulative impact. Findings revealed a number of previously unexplored situational and relational complexities influencing veterinary nurses' appraisals of these responsibilities, and their associated psychological outcomes.

Learning to be well in the health workplace: an integrated model.

This article was migrated. The article was marked as recommended. Introduction: Problems with the well-being of workers in health is a crisis that directly impacts on health care workers themselves and on the quality of care provided. Academic inquiry has utilised a broad diversity of perspectives. There is an urgent need for theory that guides interventions and mediates between the perspectives taken. Methods: An initial model was generated by mapping concepts from a meta-synthesis of systematic reviews of resilience, burnout, well- being and compassion fatigue. An iterative process identifying and critically applying additional literature refined the model. Results: The final model addressed positive /negative; individual/organisational and focal or global perspectives. It was structured on the Job-demands resources model with stressors mediated by cognitive appraisal, and organisational climate. A cycle of learning in practice was identified as the key to adaptation. The relevant educational domains include learning to be, believe, feel, do, Interact and adapt to maximise well-being. Discussion: An integrated, evidence based learning model of well-being in the health workplace has been developed which may act as a guide for both individuals and organisation to maximise well-being. Implications of the model have been discussed.

Protecting the Mental Health of Small-to-Medium Enterprise Owners: A Randomized Control Trial Evaluating a Self-Administered Versus Telephone Supported Intervention.

OBJECTIVE: Small-medium enterprises (SMEs) are under-represented in occupational health research. Owner/managers face mental ill-health risks/exacerbating factors including financial stress and long working hours. This study assessed the effectiveness of a workplace mental health and wellbeing intervention specifically for SME owner/managers. METHODS: Two hundred ninety seven owner/managers of SMEs were recruited and invited to complete a baseline survey assessing their mental health and wellbeing and were then randomly allocated to one of three intervention groups: (1) self-administered, (2) self-administered plus telephone, or (3) an active control condition. After a four-month intervention period they were followed up with a second survey. RESULTS: Intention to treat analyses showed a significant decrease in psychological distress for both the active control and the telephone facilitated intervention groups, with the telephone group demonstrating a greater ratio of change. CONCLUSION: The provision of telephone support for self-administered interventions in this context appears warranted.

Author Correction: Economic value of protected areas via visitor mental health.

An amendment to this paper has been published and can be accessed via a link at the top of the paper.

Economic value of protected areas via visitor mental health.

We evaluate methods to calculate the economic value of protected areas derived from the improved mental health of visitors. A conservative global estimate using quality-adjusted life years, a standard measure in health economics, is US$6 trillion p.a. This is an order of magnitude greater than the global value of protected area tourism, and two to three orders greater than global aggregate protected area management agency budgets. Future research should: refine this estimate using more precise methods; consider interactions between health and conservation policies and budgets at national scales; and examine links between personalities and protected area experiences at individual scale.

'It's off to work we go!' Person-environment fit and turnover intentions in managerial and administrative mining personnel.

Purpose. Person-environment fit asserts that incompatibility between an employee and aspects of their work environment is more likely to lead to occupational stress. The aim of this study was to investigate the impact that varying levels of person-environment fit had on key criterion outcomes including work engagement, work-related wellbeing and turnover intentions in a unique sample of managerial and administrative mining personnel. Method. An online self-report survey was distributed to an Australian mining organization by the company's Chief Executive Officer. Anonymous survey links were sent to staff, of which 118 participants responded. The survey consisted of previously validated measures. Results. Hierarchical multiple regression analyses revealed significant relationships between abilities-demand fit, needs-supply fit and work engagement. Additionally, work-related wellbeing was significantly associated with increased person-organization fit and needs-supply fit. However, only needs-supply fit had a significant negative relationship with turnover intentions. Needs-supply fit significantly predicted all criterion variables. Conclusions. This study found that personal need fulfilment through work-related activities had the most significant impact on work-related wellbeing and work engagement. Personal need fulfilment through work also produced the most significant negative relationship with turnover intentions.

Mindful Self-Care and Resiliency (MSCR): protocol for a pilot trial of a brief mindfulness intervention to promote occupational resilience in rural general practitioners.

INTRODUCTION: The Mindful Self-Care and Resiliency (MSCR) programme is a brief psychosocial intervention designed to promote resilience among various occupational groups. The intervention is based on the principles of mindfulness and also incorporates an educational self-care component. The current paper presents the protocol for a pilot study that will evaluate the effectiveness of this programme among general practitioners working in rural Queensland, Australia. METHODS AND ANALYSIS: We will measure the impact of the MSCR programme on levels of employee resilience (Connor-Davidson Resilience Scale; State-Trait Assessment of Resilience STARS), compassion satisfaction and compassion fatigue (Professional Quality of Life Scale), self-compassion (Self-Compassion Scale) and mood (Positive and Negative Affect Scale). We will also assess the impact of the programme on job satisfaction (The Abridged Job in General Scale), absenteeism/presenteeism (The WHO Health and Work Performance Questionnaire) and general well-being (WHO Five Well-being Index). Repeated measures analysis of variance will be used to analyse the impact of the intervention on the outcome measures taken at pre, post, 1-month, 3-month and 6-month follow-ups. We will conduct individual interviews with participants to gather data on the feasibility and acceptability of the programme. Finally, we will conduct an initial cost-effectiveness analysis of the programme. ETHICS AND DISSEMINATION: Approval for this study was obtained from the Curtin University Human Research ethics committee and the study has been registered with the Australian Clinical Trials Registry. Results will be published and presented at national and international congresses. TRIAL REGISTRATION NUMBER: ACTRN12617001479392p; Pre-results.

Job support, coping, and control: Assessment of simultaneous impacts within the occupational stress process.

The assessment of occupational stress is marred by an overwhelming adoption of simplistic research designs that generally fail to represent the complex reality of the occupational stress process. Informed by the theoretical tenants of both the transactional stress model and the job-demands-control-support model, this paper presents a rare simultaneous assessment of how two types of job demands (cognitive and emotional) are both moderated by job control and social support and mediated by coping for the prediction of work engagement and psychological strain over time. Self-report surveys were administered twice over 12 months to a sample of police-service workers and moderated mediation analyses were conducted on the matched sample of N = 2,481 respondents. The results offer support for the process of occupational stress by demonstrating how both accommodation and avoidance coping mediate the job-demands-outcome relationship over time. The results also demonstrate that this stressor-coping-strain process is simultaneously moderated by job support or job control. We found it interesting that this research also demonstrated that the estimation of work engagement was not unduly influenced by the type of job demands these police employees were exposed to. (PsycINFO Database Record

Social Mechanisms to Get People Outdoors: Bimodal Distribution of Interest in Nature?

We report results from a post-program survey (n = 930) of participants in a non-profit outdoor health program targeted principally at women with families in Australia's metropolitan cities. We analyze communications, motivations, experiences, satisfaction, and intentions. The program involves 3 months' outdoor training in scenic locations, culminating in a single-day event. Training includes social opportunities and peer-group support. Event entry is in teams and includes charitable fundraising and personal challenges. Drop-out rates are very low, and repeat sign-up high. There are 2,000-3,600 places per event, and the most recent sold out in <24 h. We propose that for urban residents of developed nations, individual interest in exposure to nature may be bimodal rather than unimodal. Programs of this type target individuals most likely to shift from low-interest to high-interest mode, using a set of social levers to change attitudes and behaviors. This contrasts with most public outdoor health programs, which assume a unimodal distribution and aim for small lifestyle changes at population scale. We suggest that the bimodal hypothesis is relevant to the sociocultural context of psychosocial interventions in a public health context, and merits direct testing.

Fight, Flight or Freeze: Common Responses for Follower Coping with Toxic Leadership.

Sustained destructive leadership behaviours are associated with negative outcomes that produce serious workplace problems, yet there is scant research into how followers effectively cope with toxic leader behaviours. Despite numerous attempts to develop typologies of coping behaviours, there remains much to learn, especially in relation to this specific workplace stressor. This mixed method research investigates the coping strategies reported by 76 followers to cope with the psychological, emotional and physical consequences of their leader's adverse behaviour. Coping instances were categorized using two existing theoretical coping frameworks, and the ability of these frameworks to explain responses to real-world experiences with toxic leadership are discussed. Common coping strategies reported included assertively challenging the leader, seeking social support, ruminating, taking leave and leaving the organization. Organizational interventions to increase effectiveness of follower coping with the impact of toxic leadership are also discussed. Copyright © 2014 John Wiley & Sons, Ltd.

A Three-wave Study of Antecedents of Work-Family Enrichment: The Roles of Social Resources and Affect.

On the basis of conservation of resources theory (Hobfoll, ) and the resource-gain-development perspective (Wayne, Grzywacz, Carlson, & Kacmar, ), this paper examines the differential impact of specific social resources (supervisory support and family support) on specific types of affect (job satisfaction and family satisfaction, respectively), which, in turn, influence work-to-family enrichment and family-to-work enrichment, respectively. A sample of 276 Chinese workers completed questionnaires in a three-wave survey. The model was tested with structural equation modelling. Job satisfaction at time 2 partially mediated the relationship between time 1 supervisory support and time 3 work-to-family enrichment (capital), and the effect of supervisory support on work-to-family enrichment (affect) was fully mediated by job satisfaction. Family satisfaction at time 2 fully mediated the relationship between time 1 family support and time 3 family-to-work enrichment (affect, efficiency). Implications for theory, practice and future research are discussed.