Patient activation in adults with visual impairment: a study of related factors.

This study aims to analyze variables related to patient activation in 78 individuals with visual impairment. The Patient Activation Measure (PAM) scores of participants showed no differences between males and females. It was found that the individuals living in urban areas, and participants with higher income and education levels had higher PAM scores. Still, the difference between the groups was statistically insignificant (p > 0.05). The PAM scores of the visually impaired individuals reflect taking action level of activation (66.51 ± 18.14-PAM level 3). There was a moderately significant relationship between PAM scores and visually impaired individuals' self-management, self-efficacy, healthy life awareness, social relations, and environment (p < 0.001). We found that the variables included in the regression model (marital status, self-management, self-efficacy, healthy life awareness, social relations, and environment) explained 72.2% of the PAM score. Individuals with visual impairment can be given training on self-management, self-efficacy, healthy life awareness, and quality of life associated with social relations and environment to develop positive health behaviors.

Turkish cultural adaptation, validity, and reliability of the stroke activity scale in individuals with Hemiparesis.

AIM: The aim of this study was to make the Turkish cultural adaptation of the the Stroke Activity Scale (SAS). METHOD: This study was designed as a methodological research. The psychometric properties of the SAS scale were evaluated by validity and reliability analyses. RESULTS: The average age of 84 stroke patients (mean ± SD) was 59.52 ± 14.03 years. Kaiser-Meyer-Olkin (0.816) and Bartlett's Test of Sphericity (χ2 = 288.968, df = 10, p < 0.001) showed that the data set can be factored. A one-factor structure was obtained with Principal Component Analysis (PCA). The factor loads of the items obtained with PCA and Confirmatory Factor Analysis (CFA) were found to be statistically significant. The obtained chi-square statistics (χ2 = 2.227, p = 0.694), normalized chi-square/freedom (χ2/sd) value (0 ≤ 0.557 ≤ 2) and other goodness of fit indices showed good compliance. The positive highly significant correlation (r = 0.846, p < 0.001) between the SAS and Rivermead Mobility Index (RMI) scales confirmed the Concurrent validity. Cronbach's alpha (0.864) value showed high reliability and Intraclass Correlation Coefficient (ICC) value (0.983, p < 0.001) showed excellent agreement. CONCLUSIONS: In this study, which was conducted for the Turkish adaptation of the SAS scale, the 5-item and 1-factor structure was evaluated as a valid and reliable scale for evaluating the balance abilities of stroke patients living in Turkey.

The Effect of Work-Life Balance on Job Stress and Fatigue in Taxi Drivers.

PURPOSE: This is a descriptive study that was conducted to examine the effect of work-life balance on job stress and fatigue in taxi drivers. METHODS: The study included 150 taxi drivers residing in Ankara. As a data collection tool, we used Work-Life Balance, Chalder Fatigue, and Work Stress Scales. We used the Mann-Whitney U test and multiple linear regression analysis. RESULTS: The model established after multiple linear regression analysis was statistically significant ( F [5.142] = 5.442, P < 0.001). A 1-unit increase in the work-life balance variable caused a 2.885-unit decrease in the work stress score and a 0.143-unit decrease in the fatigue score. CONCLUSIONS: We can suggest that taxi drivers who have a work-life balance will be able to participate in social activities in their daily lives, and leisure time activities with family and friends can help motivate individuals more and increase energy.

Psychosocial health and activities during the COVID-19 pandemic.

BACKGROUND: The COVID-19 pandemic has become a major cause of stress at work. OBJECTIVE: To examine the effect of self-management and self-control skills on perceived stress of employees in the COVID-19 period. METHODS: The study's self-administered survey included demographics and the Perceived Stress Scale (PSS) and Self-Control and Self-Management Scale (SCMS). Associations with PSS were determined using a multiple variable linear regression analysis. RESULTS: Scores for stress (28.45±7.82) and self-management (55.73±12.15) were moderate for employees. Of the 181 employees, 41.43% had a mild, 52.48% had moderate, and 6.07% had severe stress levels. Stress was significantly associated with lower self-management level. A negative relation was found between SCMS and PSS (p = 0.000, r = -0.320). Employees with high self-management skills had low stress levels. Employees also reported negative changes to physical activity, income and sleep. Gender, occupation, income category, compliance with COVID-related rules and self-management were associated with levels of stress (p < 0.05). The regression model explained 24.8% of the variance in stress perception (R2 = 0.248, F = 11.452, p = 0.000). Multiple linear regression analysis showed gender (ß = 5.089, 95% CI: 2.820 to 7.358, p = 0.000) compliance with COVID-related rules (ß = 2.274, CI: 0.066 to 4.483, p = 0.044), a decrease in income (ß = 2.051, CI: -0.64 to 4.166, p = 0.057) and self-management (ß = -0.173, CI: -0.258 to -0.087, p = 0.000) were significantly associated with lower scores in the stress perception. CONCLUSION: Self-control and self-management were associated with a decline in mental health. Health-promotion strategies directed at adopting or maintaining positive self-control and self-management-related behaviors should be utilized to address increases in psychological distress during the COVID-19 pandemic.

Investigation of the effect of social support perceived by workplace employees on anxiety and job satisfaction during COVID-19.

BACKGROUND: The COVID-19 pandemic has become a major cause of stress and anxiety at work. OBJECTIVE: To examine the effects of the support provided to the employees by the workplaces about the depression, anxiety, stress, job satisfaction of the employees during the COVID-19. METHOD: The inclusion criterias were as follows: being between 18 and 65 years old, working at the time of the survey. The study self-administered included Depression-Anxiety-Stress Scale (DASS), Organizational Support Perception Scale, Job Satisfaction Scale (JSS). RESULTS: In total, 260 people (mean age 38.17±14.9 years, 148 female) completed the survey. Extremely severe depression displayed on 39.9 %, extremely severe anxiety on 37.1%, and severe stress on 28.3% of the participants. Scores for depression (9.6±9.03), anxiety (7.2±7.04), stress (11.7±7.8) were also high for employees. It was observed that the average of organizational support score was 30.4±7.24, and the average job satisfaction score was 28.6±5.35. There was a statistically significant positive correlation between organizational support and job satisfaction (r = 0.562, p = 0.00). Considering the relationship between organizational support and DASS scale; there was negative correlation between (r =-0.161, p = 0.013). The results of the regression indicated that the model explained 32.9 % of the variance and that the model was a significant predictor, F (2,66)=117.145, p < 0.001. CONCLUSION: Organizational support are associated with a decline in mental health and job satisfaction. Health-promotion strategies directed at adopting or maintaining positive job organizational support-related behaviors should be utilized to address increases in psychological distress during the pandemic.