Occupational Health

The aim of the study was to identify the characteristics of Aotearoa/New Zealand osteopaths who report often discussing occupational health and safety (OHS) issues with patients. Participants completed a questionnaire, through a practice-based research network, exploring their demographic, practice, and clinical management characteristics. Backward logistic regression was used to identify statistically significant predictors of often discussing OHS issues with patients. Two hundred and seventy-seven (N = 277) completed the questionnaire. One hundred and fourteen participants (41.2%) reported often discussing OHS with patients. Predictors associated with lower odds of often discussing OHS included more years in osteopathy practice (aOR 0.95, 95% CI 0.92–0.98), volunteering as an osteopath (aOR 0.40, 95% CI 0.19–0.91), sending referrals to a massage therapist (aOR 0.49, 95% CI 0.26–0.91) or naturopath (aOR 0.43, 95% CI 0.24–0.79), and working across more than one practice location (aOR 0.46, 95% CI 0.24–0.87). Predictors associated with higher odds included receiving referrals from another osteopath (aOR 2.72, 95% CI 1.33–5.58), often treating work-related injuries (aOR 2.26, 95% CI 1.19–4.30), often discussing medications (aOR 2.21, 95% CI 1.20–4.07), and often discussing physical activity (aOR 7.74, 95% CI 2.42–24.80), though the latter estimate carries considerable imprecision. A significant proportion of Aotearoa/New Zealand osteopaths report discussing OHS issues with their patients. These findings reflect self-reported consultation behaviours and should not be interpreted as evidence of formal occupational health competence or effectiveness. Further research on the nature, content, and outcomes of osteopathic engagement with OHS concerns is needed. Full article

The adversity-activated development reflection tool (AART) has been used therapeutically to capture personal growth arising during adversity. Our mixed-methods study used this tool to assess adversity-activated growth in 854 mental and community healthcare workers during the COVID-19 pandemic. Participants used the tool to describe the positive and negative effects of the COVID-19 pandemic in different life domains (self, family, work, and community). Through an ideal-type analysis of 133 purposively subsampled AARTs, we derived three levels of adversity-activated development (AAD): none, minimal, and deep. Higher levels of AAD were associated with spending more time connecting with friends and family (OR = 1.83, 95% CI 1.23 to 2.75, p < 0.01) and skill development in mental health care (OR = 1.63, 95% CI 1.16 to 2.28, p < 0.01). Deep development was characterised by changes in life priorities, changes in coping, realising strengths and capabilities, and making stronger connections with others. The AART can usefully assess both positive and negative growth, enabling respondents to convey the complexities of their experiences in their own words, whilst allowing the levels of overall self-development to be distilled. Our findings reinforce the value of promoting social connectedness and skill development to facilitate employee growth during collective occupational stress. Full article

Safety science generally does not rely on classic “threshold values” for risk factors associated with physical injury, unlike the field of occupational hygiene. While such thresholds have been set for chemical, physical, biological, and ergonomic hazards, the psychosocial environment lacks similar analytical rigor. This study examines a possible approach to operationalizing a psychosocial exposure limit (PSEL) concerning psychosocial stressors. Methods: Utilizing a two-year longitudinal survey with 2989 participants, stressors were coded as risk thresholds (scores > 2, >3, >4 on a 1–5 scale) and analyzed via logistic regressions to test associations with work injuries resulting in absence from work. Results: The results indicate that overloads of psychosocial factors were associated with significantly higher odds of injury in the next year, after controlling for demographics. An aggressive environment and organizational hindrances were associated with injuries in the next year based on mean values above 2 and 3 (OR = 2.24, CI95% 1.68–3.00; 1.47, CI 1.09–1.98, respectively), work–home conflict based on those above 3 (OR = 1.72, CI 1.26–2.35), and cognitive overload based on those above 4 (OR = 1.45, CI 1.08–1.94). Autonomy was not significantly associated with injury odds. Summing the psychosocial factors (overload of above 3) revealed that for those who remained in the same job, 45% had increased odds of injury in 2025 for each additional psychosocial factor to which they were exposed in 2024. Conclusions: These findings suggest that organizational stressors can be modeled as potential risk factors, with a threshold for monitoring, and targeted interventions to mitigate future accidents, though further scale refinement for each variable and for cumulative effect is necessary to improve diagnostic and threshold accuracy. Full article

The COVID-19 pandemic has brought significant changes to the way people live and work, prompting organizations to reconsider how they accommodate their employees. These adjustments may vary depending on the organization’s conditions. This study aimed to identify variables that predict work performance in a sample of professionally active adults. A cross-sectional, quantitative, and correlational study was conducted, with the participation of 1000 Portuguese adults (M_age = 40.8; SD = 10.6; 68.4% female) who were professionally active. The study used a Sociodemographic and Professional Questionnaire to characterize the sample. Data from the Work–Life Balance (WLB) scale, Organizational Culture (O.C.) scale, Organizational Life Cycle scale, and Health and Work Questionnaire were analyzed. The model demonstrated an acceptable fit (χ²/df = 4.14; SRMR = 0.07; CFI = 0.82; TLI = 0.81; GFI = 0.80; RMSEA = 0.05). An O.C. characterized by trust and participation (β = 0.17; p < 0.001) was negatively associated with higher productivity. Increased non-work satisfaction was positively associated with a better perception of WLB (β = 0.44; p < 0.001). These findings suggest that fostering trust and participation in O.C. and supporting employees’ non-work satisfaction are concrete strategies for improving work performance (e.g., productivity, job satisfaction), ultimately improving the overall organizational well-being. Full article

Long COVID affects an estimated 10–20% of SARS-CoV-2 survivors with heterogeneous, multi-system symptoms persisting for months to years, contributing to significant workforce disruption and reduced functional capacity. This exploratory study identified symptom clusters following SARS-CoV-2 infection, examined associated personal and clinical characteristics, and assessed work status across clusters. Among 273 individuals from a single clinical site, we used baseline surveys to capture long COVID symptoms and 2-week follow-up surveys to assess work status, and applied K-means clustering to identify symptom groupings. Three preliminary clusters emerged: Cluster 1 (“brain fog”), characterized by fatigue (96%), difficulty remembering (97%), and difficulty concentrating (94%); Cluster 2 (“undifferentiated”), with low prevalence across all symptoms; and Cluster 3 (“persistent acute”), marked by cough (92%), congestion (80%), headaches (78%), and body aches (78%). Notably, among Cluster 1 (“brain fog”) respondents, 44% reported not working, and approximately half attributed their work absence to COVID-related symptoms. These hypothesis-generating findings suggest that neurocognitive symptom clusters may be associated with greater work absence in some individuals, though the small number of respondents limits firm conclusions. The findings suggest that targeted occupational rehabilitation strategies may warrant further investigation as potential strategies for individuals experiencing post-infectious cognitive impairment following SARS-CoV-2 infection. Full article

High-involvement work systems (HIWSs) have been an important organisational aspect in increasing employee job performance. However, the high-involvement work system is often looked at collectively using one dimension instead of through the individual dimensions of the work system. Using the power, information sharing, rewards, and knowledge (PIRK) model, the present cross-lagged study aims to examine the influence of the individual dimensions of the PIRK model on employees’ opportunities for skill development and emotional job demands, subsequent quality of work (QoW) and the processes involved. This quantitative cross-lagged study involved 120 New Zealand (NZ) employees (80.8% female; mean age = 32.4 years) from various industries. The results showed a significant positive effect of opportunities for skill development on employees’ QoW. In addition, the four dimensions of the PIRK model had significant positive effects on opportunities for skill development. However, only the information-sharing and knowledge dimensions produced a significant negative effect on emotional job demands. Opportunities for skill development mediated the relationship between the four dimensions of the PIRK model and employees’ QoW, whereas emotional job demands only mediated the relationship between the information-sharing and knowledge dimensions of the PIRK model and employees’ QoW. This study contributes to the limited cross-lagged and longitudinal research on human resource work systems and provides empirical evidence on the role of the organisational work system in supporting employee QoW through opportunities for skill development and emotional job demands. Full article

In the healthcare sector, burnout has become a critical concern due to the combination of high job demands and sustained emotional strain. Burnout is closely linked to systemic and organizational pressures, and psychosocial risks are widely recognized as central determinants of burnout. Within this multidimensional framework, Work Values are understood as an integral component of psychosocial risks, shaping how professionals interpret and respond to these pressures. The present study aims to analyze whether emotional intelligence moderates the relationship between psychosocial risk factors, namely work values conflict and burnout, among healthcare professionals. A cross-sectional online survey, based on a snowball sample with 205 healthcare professionals, was performed. Measurement instruments included the Burnout Assessment Tool (BAT-23), used to assess burnout dimensions; the Health and Work Survey (ERPS_INSAT), used to evaluate psychosocial risk factors; and the Wong and Law Emotional Intelligence Scale (WLEIS-P), used to assess emotional intelligence. A moderation analysis using the PROCESS macro (model 1) was conducted to examine whether emotional intelligence moderates the relationship between psychosocial risk, work values factor, and burnout among healthcare professionals. The results show that the psychosocial risk–work values dimension was a significant positive associated factor of burnout (total scale: B = 0.27, p < 0.001; Exhaustion: B = 0.33, p < 0.001; Mental distance: B = 0.32, p < 0.001; Cognitive Impairment: B = 0.14, p < 0.001; Emotional Impairment: B = 0.30, p < 0.001), indicating that higher perceived risk was associated with higher burnout symptoms. Emotional intelligence did not significantly predict burnout on its own (total scale: B = 0.07, p > 0.05; Exhaustion: B = 0.09, p > 0.05; Mental Distance: B = 0.11, p > 0.05; Cognitive Impairment: B = 0.11, p > 0.05; Emotional Impairment: B = −0.04, p > 0.05). The interaction term (psychosocial risk = work values × emotional intelligence) was not significant, suggesting that no significant moderating effect was detected in this sample for emotional intelligence in the relationship between work values and burnout. These findings highlight the central role of psychosocial risk factors in the development of burnout among healthcare professionals, and emotional intelligence does not seem to have a significant moderating effect against burnout in this study. Such findings highlight the crucial role that organizational-level interventions at the workplace play in resolving conflicts between work values and lower burnout and improved worker wellbeing. Full article

Workers in dry-cleaning and laundry shops routinely handle large volumes of synthetic garments that shed airborne microplastics, potentially creating an underrecognized occupational exposure in this small-business sector. Despite growing concern about microplastics in environmental health research, little is known about their recognition as an occupational hazard among service-sector workers. This pilot study assessed awareness and knowledge of microplastics among dry-cleaning and laundry workers in Philadelphia and examined their associations with workplace protective practices. We collected information on workplace characteristics, microplastics awareness, knowledge, and personal protective equipment (PPE) use from 34 self-employed workers. Approximately one-third of participants had heard of microplastics, and those who were aware demonstrated higher knowledge scores (median: 71) than those who were unaware (median: 27). However, neither awareness nor knowledge was associated with PPE use. These findings suggest that microplastics remain an overlooked occupational hazard and underscore the need for enhanced occupational health education and worker protection efforts. Full article

This study employed a quantitatively driven mixed-methods approach to investigate crop-specific musculoskeletal disorder (MSD) prevalence and ergonomic risks among Taiwanese watermelon farmers, comparing them with pear (canopy-based) and pineapple (static-stooping) cohorts. A total of 218 participants were recruited (60 watermelon, 60 pear, 63 pineapple, and 35 non-farmers). Structured questionnaires quantified MSD prevalence and ergonomic exposures, while qualitative interviews provided a supportive operational context. Watermelon farmers reported a prominent lower-limb dominant discomfort profile, with a hip/thigh disorder prevalence (36.7%) significantly higher than pear (13.1%) and pineapple (11.1%) farmers. Multivariate logistic regression showed that daily working hours (aOR = 1.38) and uncomfortable posture duration (aOR = 1.33) were independent predictors of hip/thigh disorders. This elevated prevalence may be associated with the combined effects of prolonged deep squatting, dynamic heavy lifting, and unstable sandy terrain. Furthermore, low personal protective equipment adoption was primarily related to environmental incompatibility (sand accumulation and thermal stress). Although the cross-sectional design limits causal inferences, these findings highlight the need for targeted, crop-specific ergonomic interventions, such as breathable, sand-resistant joint supports. Full article

Overexertion, usually caused by manual material handling (MMH), often leads to work-related musculoskeletal disorders (WMSDs). These can be prevented during MMH tasks by redesigning them to include sufficient rest periods. Task characteristics play an important role in the redesign of the job. This study evaluated the effect of five task characteristics—weight, duration, frequency, distance, and angle of symmetry—at two levels on the maximum voluntary contraction recovery rate (Muscle Voluntary Contraction Recovery Time (MVCRT), defined as the time required for the muscle to recover to 80% of the initial Maximum Voluntary Contraction (MVC) value) of the muscles and developed a work-rest interval model based on these task characteristics. The results show that the weight and duration had a significant effect on MVCRT, increasing it by 32% and 21%, respectively. The interaction between frequency and distance also significantly impacted MVCRT. A simplified mathematical model was developed and validated by comparing a set of the model-generated data with experimental data. The simplified regression model demonstrated moderate predictive capability with an R² value of 0.52. The ANOVA shows no significant difference between the data. The study’s results and mathematical models can be used during task design to reduce WMSDs. Because approximately 48% of the variability in MVCRT remained unexplained, direct application of the model to establish worker-specific work-rest intervals may result in underestimation or overestimation of recovery requirements. Therefore, the model should be interpreted as a preliminary estimation framework. Full article

The AMA Guides to the Evaluation of Permanent Impairment, Sixth Edition, have undergone a substantial transformation from a static publication to a continuously refined digital resource. This transition reflects both the rapid evolution of medical knowledge and longstanding concerns regarding the usability, consistency, and reproducibility of impairment ratings. Central to this transformation was the establishment of the AMA Guides Editorial Panel in 2019, which introduced a structured governance framework and evidence-based methodology for ongoing refinement. Unlike prior editions that relied on periodic print revisions, AMA Guides Digital permits continuous updating of individual chapters as new scientific evidence and clinical practices emerge. This narrative review examines the historical evolution of the AMA Guides, the development of AMA Guides Digital, the governance and methodological contributions of the Editorial Panel, and major system-specific refinements implemented between 2021 and 2025. Particular emphasis is placed on the Mental and Behavioral Disorders chapter (2021), the Nervous System chapter (2023), the Musculoskeletal chapters (2024), and the Pulmonary chapter (2025). These developments demonstrate a broader shift toward transparency, methodological rigor, harmonization across body systems, and alignment with contemporary clinical practice while maintaining continuity with the foundational principles of the Sixth Edition. The transition to a continuously refined digital model represents a paradigm shift in impairment evaluation with important implications for clinical, occupational, and medicolegal practice. Full article

The main aim of this study was to investigate the association between areas of worklife and work engagement in the development of burnout syndrome among self-employed and institutionally employed psychologists. Using a cross-sectional quantitative design, three scales validated for the Brazilian population were applied: the Burnout Assessment Tool (BAT), the Areas of Worklife Survey (AWS), and the Utrecht Work Engagement Scale (UWES). A total of 180 psychology professionals participated, with a predominance of women participants (88.3%); the majority were aged between 24 and 29 years. The hypothesized relationships among variables were tested using Structural Equation Modeling (SEM). The results revealed a strong negative correlation between BAT domains and dimensions assessed by the UWES, confirming the inverse association between engagement and burnout. A positive association between areas of worklife and engagement was also confirmed. However, no negative association between areas of worklife and burnout was found, and no evidence supported a mediating role of these areas in the relationship between engagement and burnout. Although areas of worklife independently influenced both engagement and burnout, their mediating role in this relationship was not supported by the data. These findings point to the complexity of the interactions among these variables and indicate relevant directions for future research. Full article

Purpose: This study aims at the modification and psychometric evaluation of the “revised Illness Perception Questionnaire” (IPQ-R) for occupational dermatological rehabilitation. Methods: First, the questionnaire was modified for application in occupational dermatology. Subsequently, 254 patients of an inpatient rehabilitation programme participated in a cross-sectional survey. Afterwards, the dimensional analysis of the IPQ-R was conducted using principal component analysis. Separate analyses were conducted for the illness representations and the causal attribution scale. Results: A total of 228 participants were included in the analysis (age: M = 48.2 years; SD = 12.0; 53.9% female). The patient acceptance of the questionnaire was high (response rate 87.3%; rate of completion between 92.5% and 98.4%, N = 254). The IPQ-R for occupational dermatology consists of 29 items in the domain of illness representations, which include seven factors (illness coherence, emotional representations, consequences: implications for the structuring of own life, consequences: financial and social impacts, treatment control, personal control, and timeline acute/chronic). Six of these scales have acceptable-to-good internal consistency (Cronbach’s α 0.72–0.84); for one scale, the internal consistency is Cronbach’s α = 0.66. A separate analysis of the causes resulted in eight factors (psychological causes at work and during leisure time, attributions outside the workplace, skin cleansing and skin protection measures, behaviour-related risk factors, causes at work, other risk factors, external factors that cannot be influenced by the person, and climatic influences) with a total of 30 items. Five of the eight scales have an acceptable-to-good internal consistency (Cronbach’s α 0.71–0.83), and three scales are just below the acceptable range (Cronbach’s α 0.63–0.66). Conclusion: Overall, the initial psychometric results of the IPQ-R for occupational dermatology were satisfactory. However, additional validation steps are still required. The following differences to the original model should be considered when interpreting the available results: the factor “timeline cyclical” could not be replicated in this field of application. Additionally, two factors with different thematic emphases in the “consequences” section, besides effects on the personal way of life, social and financial consequences, became visible as well. Full article

The COVID-19 pandemic intensified concerns about burnout in healthcare leadership, yet evidence specific to nurse managers remains fragmented. This integrative review synthesized recent research, organized burnout-associated factors using the Job Demands–Resources (JD–R) model, and examined pre-pandemic and pandemic-era shifts in research focus. Following Whittemore and Knafl’s methodology, four databases (Ichushi-Web, PubMed, CINAHL, and MEDLINE) were searched for peer-reviewed quantitative, qualitative, and mixed-methods studies published from 1 April 2019 to 31 August 2025 that examined burnout levels, prevalence, or related factors among nurse managers. Extracted findings were mapped to Job demands, Job resources, and Personal resources and compared according to the data-collection period. Twenty-five studies were included, with substantial heterogeneity in burnout instruments and cutoff values. Core job demands related to managerial responsibility, workload, and resource management were identified throughout the literature, while pandemic-era studies additionally highlighted frequent protocol changes, heightened uncertainty, and fear of infection. Key resources included organizational support, positive team communication, peer support, and adequate workload and material resources, and resilience was more frequently reported in pandemic-era studies. Overall, the findings demonstrate how crisis-related shifts in demands and resources shape burnout risk among nurse managers and support the application of JD–R–informed, context-adaptive prevention strategies. They also underscore the need for standardized burnout assessment and more robust interventional and longitudinal research. Full article

The objective of this research was to examine the effects of sexual and generalized harassment in the workplace on risk for all-cause mortality in a sample (n = 1745) originally drawn from a university workplace and followed over a 24-year period after baseline. Eleven timepoints of data on self-reported workplace harassment were collected between October 1996 and February 2021, at time intervals ranging from one year to 13 years, and linked to mortality data (n = 249 deaths) from the National Death Index through December 2021. We used proportional hazards modeling to examine the risk for all-cause mortality associated with workplace harassment (as measured by a modified version of the Sexual Experiences Questionnaire and the Generalized Workplace Harassment Questionnaire) occurring in the previous time period. We also examined differential risk by gender for White and Black study participants. In fully adjusted models, experiencing generalized harassment (GH) was associated with significantly increased hazard of mortality at the next time point for White women (HR = 1.03, p < 0.01). Experiencing sexual harassment (SH) was associated with a trend-level increase in the hazard of next-time-point mortality for Black women (HR = 1.05, p = 0.09). Neither SH nor GH was associated with increased hazard of mortality for men. Workplace interventions to address harassment, stronger enforcement of sexual harassment policy and law, and enactment of policy and law to prevent generalized harassment and bullying may contribute to the reduction of all-cause mortality among working women. Full article

(1) Background: The global expansion of teleworking has increased concern regarding musculoskeletal pain associated with home-based working conditions. This study quantified the prevalence of musculoskeletal pain among Brazilian teleworkers and explored ergonomic and environmental factors associated with the distribution of physical symptoms and the multisite pain burden. (2) Methods: A cross-sectional survey was conducted between June and August 2024, analyzing 184 valid responses from teleworkers across various professional sectors. Data were collected via an online questionnaire assessing sociodemographic characteristics, workstation ergonomics, and musculoskeletal symptoms using the Nordic Musculoskeletal Questionnaire (NMQ). Statistical analyses included Pearson’s chi-square tests, logistic regression, and exploratory Random Forest modeling to prioritize predictors. (3) Results: Musculoskeletal pain was reported by 74% of participants, with the lower back (40.8%), neck (36.4%), and upper back (30.4%) being the most frequently affected anatomical regions. The primary ergonomic and environmental factors associated with pain reports included discomfort with the desk and mouse, suboptimal thermal comfort, and prolonged sitting. Odds ratios demonstrated strong statistical co-occurrence between recent and 12-month pain reports, particularly for the shoulders, reflecting overlapping recall indicators rather than temporal symptom progression. (4) Conclusions: Musculoskeletal pain is highly prevalent among Brazilian teleworkers, showing clear links to localized workstation inadequacies and overlapping short- and long-term symptom reporting. These findings highlight the need for targeted institutional occupational health policies, such as ergonomics training and adjustable furniture provision, while future longitudinal research remains essential to confirm causal pathways. Full article

In architecture and construction, it is common practice to use acrylic products with a high flammable content, ranging from lacquers designed to improve the curing of concrete and mortar to resins that provide protection, sealing, flexibility, and elasticity. The drying process of the treated surface involves the formation of vapours of volatile organic compounds (VOCs); to prevent these from creating a potentially hazardous flammable atmosphere, a procedure is presented that establishes the maximum application rate for solvent-based products, providing equations that relate the maximum application area and the minimum drying time to the available air velocity in the work area. The results are provided for both indoor and outdoor applications. A maximum application rate is established to prevent the creation of areas classified as fire or explosion hazards: 1.5 m²/h indoors and 1 m²/h outdoors. When this is carried out at an ambient temperature of 20 °C, and from 40 °C upwards, it is not possible to apply the varnishes in practice without creating a flammable atmosphere. Full article

Background: This study synthesizes findings on precariously employed workers’ self-reported feelings of severe or extreme anxiety and depression, along with their experiences accessing mental health services. Methods: This mixed-methods research included surveys (N = 259) and interviews (N = 40) with precariously employed workers in Ontario, Canada, conducted from November 2020 to July 2021. Inclusion criteria included: (i) not being directly employed, being self-employed, or a gig worker; (ii) not working full-time; (iii) not holding a permanent or open-ended contract; (iv) performing informal work; or (v) being recently unemployed. Results: The adjusted, statistically significant odds of reporting severe or extreme anxiety or depression were higher among workers with greater precarity (2.28), self-employed workers with no employees (3.61), gig or platform workers (3.08), workers earning less than 60% of the median income (2.75), and those unsure whether their hours would vary in the next three months (2.59). The odds were lower (0.22) for workers with some or little income variation in the previous three months. Interview participants described chronic stress, worry, anxiety, depression, and overall negative wellbeing linked to their precarious employment. Despite an increased need for mental health services, participants reported similar difficulties accessing them. Interpretation: To improve access to mental health services, sustainable intersectoral solutions with demonstrated potential are required, including increasing social and health expenditures, revising labor market legislation, and reorganizing the delivery of employer-dependent health services. Recommendations are made for solutions at various levels, including those that could be adopted by medical practitioners. Full article

Firefighters are regularly exposed to occupational stress and potentially traumatic events. However, few evidence-based, fire service-specific interventions exist. Brief, mindfulness-based interventions may help address these challenges by improving regulation skills and reducing psychological distress. This pilot randomized controlled trial primarily evaluated the feasibility and acceptability of a one-session, group-based, virtual mindful attention training workshop developed specifically for firefighters, with secondary evaluation of preliminary efficacy. Firefighters (N = 82) were recruited from multiple fire departments across a large U.S. Southwestern metropolitan area and randomized to the mindful attention workshop (n = 45) or a waitlist control condition (n = 37). Feasibility outcomes were mixed, with strong enrollment among eligible participants (74.5%) but relatively low workshop attendance among those randomized to the intervention (53.3%). A total of 24 firefighters completed the workshop and found it to be helpful, informative, and relevant to the challenges faced in the fire service, with group processes characterized by high comfort, understanding, and low conflict. However, no significant between-group differences were observed in reductions in symptom severity or increases in mindfulness-based outcomes. Post hoc descriptive analyses revealed that most firefighters expressed strong interest in digitally delivered mental health content and the vast majority perceived online or app-based firefighter-specific mental health resources as helpful. Findings indicate mixed feasibility, strong acceptability among attendees, and a lack of preliminary efficacy, and highlight directions for refining intervention delivery of this pilot workshop and evaluating clinical impact in future trials. Full article