Supervisors’ views on employer responsibility in the return to work process. A focus group study

Background: Supervisors’ attitudes and measures have been pointed out by employees to influence the return to work process. The purpose of this study was to explore supervisors’ views on employer responsibility in the return to work process and factors influencing the support of sick-listed employees. Method: The focus group method was used. Six groups were conducted and each group met on one occasion. Twenty-three supervisors experienced in managing sick-listed employees participated. Result: Two different themes emerged; In “The Supervisor is the Key Person” the participants found themselves as being key persons, carrying the main responsibility for the rehabilitation of the sick-listed employees and for creating a good working environment, thus preventing ill health and sick-listing among the employees. In the second theme “Influential Factors in Rehabilitation Work” the participants described the rehabilitation work as a part of a greater whole influenced by society, demands and resources of the workplace and the interplay between all parties involved. Conclusion: The study gives us the supervisors’ perspective on the complexity of the return to work rehabilitation. This knowledge could be invaluable and be used to improve the possibilities for developing successful collaboration in occupational rehabilitation.     

Psychological distress and associated factors among Japanese nursery school and kindergarten teachers: a cross-sectional study

The understaffing of nursery schools and kindergartens and the increasing workload of childcare workers are becoming significant issues in Japan. In this study, a cross-sectional survey was conducted to investigate the stress experienced by childcare workers and its antecedents. We distributed 2,640 questionnaires to childcare workers in Miyagi prefecture, obtaining a response rate of 51.9% (n=1,370). Finally, 1,210 valid questionnaires were used in the analysis. As a stress indicator, psychological distress was measured with the Kessler Screening Scale for Psychological Distress (K6). The mean K6 score was 7.0 (SD=5.4), and the prevalence of psychological distress (K6 score ≥5) was 60.0%. Considering work-related factors, the mean scores were as follows: supervisor support 11.8 (2.6), coworker support 12.1 (2.0), work engagement 3.2 (1.2), and effort-reward ratio 0.93 (0.53). A multivariate logistic regression analysis with adjustment for possible confounders revealed that increased psychological distress was associated with higher effort-reward ratio, lower support from supervisors and coworkers, lower work engagement, and insufficient sleep. These results suggest that elevated psychological distress is strongly associated with effort-reward imbalance, while high work engagement in childcare workers helped to reduce their distress.     

Recurrent changes in the work environment, job resources and distress among nurses: a comparative cross-sectional survey

BACKGROUND AND OBJECTIVES: Occupational stress in nursing has frequently been considered in nursing literature. The operationalization of job demands in different work settings and its relation to distress have been discussed to identify significant interactions with job resources. In this study, job demands were defined as recurrent changes in the work environment of nurses (i.e. changing colleagues, supervisors, workplaces, working hours and tasks). In particular, we focused on the 'negative appraisal' (i.e. 'threat') of these changes. The interaction between 'threat' and job resources (i.e. timing control, method control and supervisor support) and its relation to distress among Registered Nurses was examined. METHODS: The study was part of a larger cross-sectional survey among 7863 (response rate 51%) employees belonging to 10 general hospitals in Belgium. The results are based on self-administered questionnaires of 1094 Registered Nurses employed in intensive care units (ICU) (n = 416) and surgery/medical wards (non-ICU) (n = 678). General Linear Modelling was used to test the moderating effects. RESULTS: In both study samples, 'threat' was positively associated with distress (P < 0.001). However, in contrast with non-ICU nurses, ICU nurses only considered 'supervisor support' as a significant moderator in the positive relationship between 'threat' and distress (P = 0.023). 'Timing and method control', instead of supervisor support, moderated this relation among non-ICU nurses (P = < 0.001 and 0.018, respectively). CONCLUSION: These findings provide additional evidence to consider negative appraisal of recurrent changes as occupational specific stressor in nursing. Moreover, the buffering effects which were found between 'threat' and the measured job resources in relation to distress, and the difference of these interactions in ICU and non-ICU health care settings, confirmed the suggestion to consider particular job characteristics in job stress research. Finally, the findings of our study may be of importance for nursing administrators who are dealing with distress among nurses.     

提高全科医学教育者的质量

目的 本文从全科医学教育的阶层结构的角度,重点分析全科医学导师/精英的特征和能力,并详细讨论全科医学师资的遴选、培养和支持标准,提出优先发展全科医学精英和导师,从而带动全科医学师资队伍发展,保证全科医学培训质量的建议.方法 文献研究和政策分析.结果 现代全科医学站在巨人的肩膀上,大师们给予我们的不仅仅是学术上的睿智,更重要的是他们的人品和精神.全科医学导师是传承和发扬全科医学的中坚力量,除了他们自身的条件和努力外,也需要环境的支持.全科医学师资队伍是由合格的医生和优秀的全科医生组成的.结论 应该根据中国实际,制定符合全科医学教育规律的师资入门条件和培训计划,以保证培训的质量.     

督导呼吸训练在尘肺患者呼吸功能中的效果分析

目的:分析督导呼吸训练在尘肺患者呼吸功能中的应用效果。方法:选择稳定期尘肺患者22例,指导其进行呼吸训练并长期坚持,对其训练前、训练后3、6、9、12个月的肺功能及呼吸困难等级情况进行评价。结果:所有患者均完成了全部的呼吸训练。训练6个月后,患者肺通气功能和呼吸困难等级比训练前明显好转,差异有统计学意义(P<0.05);12个月后,患者肺换气功能比训练前有明显改善,差异有统计学意义(P<0.05)。结论:呼吸训练能有效地改善尘肺患者呼吸功能,提高患者的生活质量和生存时间,改善患者全身的健康状况。     

Motivation and Team Building of Supervisors in a Multi-Service Setting

In this paper, a process of in-service training is described whereby the supervisory staff in a multi-service agency were provided with strategies designed to increase their job stimulation, morale, motivation, and interdependence. More specifically, tactics directed toward enhancing a nurturing work environment, working in a collaborative, interdependent manner and discouraging negativism were emphasized. An evaluation of the training by the supervisors involved is provided and suggestions for broader application of this process toother settings are outlined.