Search Results (76)

Background: NHS England has an ageing workforce. Approximately 30 percent of the NHS England workforce are aged 50 years and over, and the British Medical Association has argued that it is important that employers meet the needs of their ageing workforce and retain their skills and expertise. Objective: This sought to explore how NHS England Trusts support employees with fluctuating long-term health conditions, investigating systemic workforce challenges to providing adequate support and identifying opportunities for more inclusive and sustainable employment practices. Methods: Qualitative interviews were conducted with staff working in human resources, occupational health staff and clinical line managers involved in the support and management of staff with fluctuating long-term health conditions (n = 17). Results: The research found a misalignment between clinical managerial practices, human resource procedures, and the overarching NHS human resource policy framework, which was often seen as rigid and poorly suited to the fluctuating nature of some long-term conditions. These tensions were exacerbated by high staff turnover and limited organisational capacity. Nonetheless, instances of effective, person-centred support were also reported, typically occurring where cross-departmental collaboration and flexible, locally adapted approaches were in place. Conclusions: Findings suggest that targeted, flexible interventions for NHS employees with fluctuating long-term health conditions could enhance staff retention, reduce absenteeism, and promote more resilient workforce strategies. Identifying and scaling examples of good practice may be key to fostering a more inclusive and adaptive NHS employment model. Full article

Rural areas offer unique contexts for work–life balance (WLB) development due to distinct working conditions and employment structures. Employees who have access to flexible work arrangements, non-material bonuses, and peaceful workplaces are more productive (lower absenteeism, greater commitment). The aim of the study was to determine the aspects of support and types of WLB among employees from rural areas. Two analyses were conducted: PCA (principal component analysis) for the entire sample, and a fuzzy c-means cluster analysis for wage employees. Based on PCA, three aspects of WLB support were identified: leave, work, and work hygiene (regeneration). The use of emergency and family leave dominated practices supporting WLB among employees in rural areas. The respondents did not attach much importance to social benefits improving work hygiene; moreover, the work hygiene aspect was not applied in parallel with other aspects of WLB support (leave, work). As a result of clustering the respondents’ answers, four employee types were identified based on WLB assessment, demographic characteristics, and work-related factors. Clustering revealed a clear correlation between WLB assessment and employee age and gender. The highest scores in terms of the quality of work–life balance were recorded among middle-aged men (type 4). Younger people, especially women (type 1), rated their WLB as moderately good. Regardless of age and gender, as stress levels increased and personal quality of life declined, thoughts about changing jobs intensified. Employee well-being significantly influences job retention intentions among rural workers. This study uniquely integrates multiple theoretical frameworks and employs principal component analysis and fuzzy c-means clustering to explore work–life balance among rural employees, a group seldom studied. By focusing on rural contexts and offering systemic, multi-domain insights, the findings advance WLB theory and practice and provide recommendations for employers and policymakers. Full article

Background: Musculoskeletal disorders (MSDs) are a significant health problem associated with performing professional activities. The occurrence of pain often determines the type of work undertaken. Healthcare workers and public administration employees are occupational groups at risk of developing musculoskeletal disorders. The aim of this study was to compare the incidence and location of MSDs between two professional groups—healthcare and administrative workers—and to assess their impact on professional functioning. Methods: The study included 339 employees, comprising 188 healthcare workers and 151 administrative workers. An extended version of the Nordic Musculoskeletal Questionnaire (NMQ-E) was used. Results: Healthcare workers experienced MSDs significantly more often than administrative workers, both in the past and in the last 12 months. MSDs in healthcare workers more often led to absenteeism, changes in duties, use of healthcare services, and medication use. The observed differences were statistically significant, particularly in the upper and lower limbs. Conclusions: Musculoskeletal disorders (MSDs) are a significant health problem among healthcare and administrative workers, but they affect healthcare staff much more frequently, especially in the upper and lower limbs. This results in higher sick leave rates, the need to modify duties, and more frequent use of treatment and painkillers. These differences may result from varying working conditions, age, and education, highlighting the need to implement preventive measures tailored to the specific characteristics of each professional group. Full article

Operations management personnel emphasize the maintenance of workforce empowerment on the shop floor. This is made possible by implementing effective operations and human resource management practices. However, organizations are adept at controlling the workforce empowerment domain within operational scenarios. In the current industry revolution scenario, industry personnel often face failure due to a laggard mindset in the face of industry revolutions. There are higher possibilities of failure because of standardized operations controlling the shop floor. Organizations utilize well-established human resource concepts, including McClelland’s acquired needs theory, Herzberg’s two-factor theory, and Maslow’s hierarchy of needs, in order to enhance the workforce’s performance on the shop floor. Current SME individuals require fast-paced approaches for tracking the performance and idleness of a workforce in order to control them more efficiently in both flexible and transformational stages. The present study focuses on investigating the parameters and factors that contribute to workforce empowerment in an industrial revolution scenario. The present research is used to develop a framework utilizing operations and human resource management approaches in order to identify and address the issues responsible for deteriorating workforce contributions. The framework includes HRM and operations management practices, including Herzberg’s two-factor theory, Maslow’s theory, and lean and smart approaches. The developed framework contains four phases for achieving desired outcomes on the shop floor. The developed framework is validated by implementing it in a real-life electric vehicle manufacturing organization, where the human resources and operations team were exhausted and looking to resolve employee-related issues instantly and establish a sustainable work environment. The current industry is transforming from Industry 3.0 to Industry 4.0, and seeks future-ready innovations in operations, control, and monitoring of shop floor setups. The operations management and human resource management practices teams reviewed the results over the next three months after the implementation of the developed framework. The results revealed an improvement in workforce empowerment within the existing work environment, as evidenced by reductions in the number of absentees, resignations, transfer requests, and medical issues, by 30.35%, 94.44%, 95.65%, and 93.33%, respectively. A few studies have been conducted on workforce empowerment by controlling shop floor scenarios through modifications in operations and human resource management strategies. The results of this study can be used to fulfil manufacturers’ needs within confined constraints and provide guidelines for efficiently controlling workforce performance on the shop floor. Constraints refer to barriers that have been decided, including production time, working time, asset availability, resource availability, and organizational policy. The study proposes a decision-making plan for enhancing shop floor performance by providing suitable guidelines and an action plan, taking into account both workforce and operational performance. Full article

The rising global burden of chronic diseases and cancer in the workplace has intensified the need for accessible, rapid diagnostic strategies within workplace settings. Point-of-care testing (POCT) offers a decentralized solution, providing timely diagnostic insights without the need for centralized laboratory facilities. In the workplace, POCT offers significant advantages for early detection and management of cancer and chronic diseases, improving employee health outcomes and reducing absenteeism. Concurrently, the development of digital health passports has created secure, dynamic platforms for managing and sharing personal health data. This review explores the technological innovations underpinning POCT, examines its application in workplace health screening, and analyzes how integration with the Internet of Things (IoT) and digital health passports can enhance early detection and chronic disease management. The discussion extends to the ethical, regulatory and practical challenges associated with implementation. Furthermore, emerging trends such as artificial intelligence-driven diagnostics, blockchain-enabled data security and wearable biosensors are considered as potential future directions. Together, POCT and digital health passports represent a significant evolution towards proactive, personalized workplace healthcare systems. Full article

Public safety personnel and frontline healthcare professionals are at increased risk of exposure to potentially psychologically traumatic events (PPTEs) and developing post-traumatic stress injuries (PTSIs, e.g., depression, anxiety) by the nature of their work. PTSI is also connected to increased absenteeism, suicidality, and performance decrements, which compromise occupational and public health and safety in trauma-exposed workers. There is limited evidence on the cost effectiveness of proactive “prevention” programs aimed at reducing the risk of PTSIs. The purpose of this meta-analysis is to measure the economic effectiveness of proactive PTSI mitigation programs among occupational groups exposed to frequent occupational PPTEs, focusing on the outcomes related to PTSI symptoms, absenteeism, and psychological wellness. Findings from 15 included studies demonstrate that proactive interventions can yield substantial economic and health benefits, with Return On Investment (ROI) values ranging widely from −20% to 3560%. Shorter interventions (≤6 months) often produced higher returns, while longer interventions (>12 months) showed more moderate or negative returns. Notably, the level at which an intervention is targeted significantly affects outcomes—programs aimed at managers, such as the 4 h RESPECT training course, demonstrated a high ROI and broad organizational impact by enhancing leadership support for employee mental health. Sensitivity analyses highlighted significant variability based on the organizational context, program design, and participant characteristics. The majority of proactive interventions successfully reduced psychological distress and enhanced workplace outcomes, although thoughtful consideration of program design and implementation context is essential. Full article

Occupational health and safety (OHS) is a critical component of sustainable work practices, guaranteeing employee well-being in parallel with minimizing business operation threats. The integration of ethics in OHS practices, however, poses a major obstacle, given that most businesses prefer complying with regulations rather than adopting proactive, ethically directed risk avoidance. This study employs a systemic process in assessing business ethics integration in practices of OHS, emphasizing leadership, employee engagement, and precautionary safety. This quantitative survey research sought to gauge the utilization of OHS practices among firms in the construction industry. This study examined critical factors such as employee training, absenteeism patterns, wellness programs, and usage of safety practices. Our study outcomes identify a reduction in accidents in workplaces, lower absenteeism, and improved monitoring of employee well-being when a blend of systemic safety programs and ethically directed strategies is utilized. This study emphasizes the imperative of a proactive, ethically comprehensive strategy in practices of OHS, which calls for improved leadership, constant safety learning, and enhanced wellness programs. The findings contribute to the development of sustainable risk management frameworks, offering practical insights for businesses, policymakers, and industry stakeholders to improve workplace safety culture. Full article

Background: This study examined the effects of psychosocial and ergonomic risk perceptions in the hospital environment on employee health, job performance, and absenteeism. In fast-paced hospital settings, the cumulative physical and psychological demands of patient care, exacerbated by poor ergonomic conditions, can jeopardize employee well-being and compromise service quality. Methods: A cross-sectional study was conducted among healthcare professionals in Istanbul using a multimethod approach with a quantitative emphasis. To analyze the interrelationships among these variables while controlling for demographic factors, including age and sex, structural equation modeling was employed. Results: The findings indicated that both psychological safety and favorable ergonomic conditions significantly enhanced job satisfaction, which in turn positively influenced mental health and overall job performance. Moreover, better physical health was associated with reduced absenteeism, further contributing to improved job performance. These results highlight the significance of developing supportive and ergonomically sound work environments for enhancing employee well-being, reducing absenteeism, and optimizing performance in hospital settings. Conclusions: This study offers valuable insights for hospital administrators and policymakers seeking to implement effective interventions that address psychosocial and ergonomic challenges, thereby ensuring higher quality healthcare services. Full article

Background: Endometriosis costs Australia $9.7 billion AUD annually, with absenteeism and lost productivity mostly contributing to this cost burden. Previous research has shown how the absence of workplace support(s) for endometriosis symptom management can exacerbate negative effects. Despite this knowledge, the role of employers and workplace policies in supporting employees with endometriosis remains unexamined. Background/Objectives: As part of the Endo@Work project (co-designed endometriosis workplace guidelines), this study examines the perceptions and experiences of managers, HR, and senior leaders to understand how the Endo@Work guidelines can be successfully implemented. Methods: Seven focus groups with 24 Australian employers were undertaken. Using reflexive thematic analysis, data were interpreted through a post-structural feminist lens with focus group discussions revealing how employers recognise the importance of workplace guidance/policies. Results/Conclusions: Problematically, existing policies and practices were often tokenistic and inconsistently implemented. This study identifies how leadership buy-in, flexible work arrangements, and the thoughtful integration of workplace education initiatives contribute to supporting employees managing endometriosis symptoms at work. This study’s findings emphasise how consistent policy enactment alongside ongoing education/training foster inclusive workplaces and gender equity outcomes. Full article

Background: The prevalence of obesity and sleep disorders within the Italian workforce mirrors a global trend where sedentary lifestyles, poor eating habits, and elevated stress levels significantly contribute to these health issues. These conditions have profound economic implications, including rising healthcare costs and diminished productivity due to absenteeism and presenteeism, adversely affecting organizational sustainability and employee well-being. Addressing these problems necessitates a holistic approach that integrates individual health interventions, workplace policies, and broader societal changes to promote healthy lifestyles. This cross-sectional study examines the influence of obesity and insomnia, both individually and combined, on work productivity within the context of occupational health and sustainability. Materials and Methods: A cross-sectional analysis was conducted with 397 participants from various professions over a six-month period. Self-reported work productivity impairments were assessed using the Work Productivity and Activity Impairment (WPAI) questionnaire. Body Mass Index (BMI) and Insomnia Severity Index (ISI) scores were utilized to evaluate obesity and insomnia levels, respectively. Results: Statistical analyses revealed a significant association of higher BMI and ISI scores with reduced work productivity. Both obesity and insomnia independently and synergistically contributed to productivity losses, with obesity exerting a more substantial effect. These findings indicate that obesity and insomnia increase presenteeism, thereby negatively impacting organizational performance and workplace sustainability. Conclusions: Our study underscores the critical impact of obesity and insomnia on work productivity and highlights the necessity of addressing these health issues not only for individual well-being but also for organizational sustainability. Integrating targeted health management strategies within workplaces to address these conditions can enhance productivity, improve employee well-being, and promote occupational health and safety. These interventions align with the current concept of sustainable work and are essential steps toward achieving sustainability in the workplace. Full article

The rise in performance and health concerns presents a complex challenge to workplace well-being. While existing research highlights the positive impact of exposure to nature on well-being, there is a gap in supporting biophilic building designs in workplaces. This study addresses this issue by introducing a Type-1 Interval Fuzzy Set (IFS) framework to assess workplace health, and recommends Nature-Based Solutions (NbS) for enhancement. The proposed framework comprises two fuzzy subsystems targeting environmental comfort and occupational health that are integrated into a third subsystem to provide tailored NbS recommendations. A case study conducted in a coworking space validated the framework’s practical application, revealing significant improvements in environmental and occupational conditions. Key findings include a reduction in absenteeism, enhancement in employee satisfaction, and creation of more comfortable and restorative environments. Recommendations, such as green walls, indoor gardens, and natural light filters, have been shown to effectively mitigate discomfort and promote well-being. The framework demonstrated flexibility in managing uncertainties, optimizing resource allocation, and providing targeted interventions for workplace conditions. These results highlight the framework’s potential as a robust decision-support tool for improving workplace health and well-being through systematic and evidence-based strategies. Full article

The construction sector holds a paramount position in the economic landscape of any country, serving as its foundational pillar. This sector, characterized by its diverse and dynamic environment, is crucial in job creation across various domains, including transportation, real estate, manufacturing, trade, warehousing, wholesale, and leasing services. Employing about one quarter of the global workforce, its significance is undeniable. Despite its pivotal role, the construction sector grapples with significant mental health and social sustainability challenges. Reports in recent years indicate that approximately one in four individuals worldwide experiences various forms of mental disorders. A study by the Global Burden of Disease in 2010 revealed that around 400 million people globally suffer from depression with projections suggesting that depression could be the leading cause of employee mortality by 2030. This underscores the critical need to address mental health and well-being issues in this sector. While the existing literature has presented numerous studies and reliable scales linking employee mental health and well-being to factors such as job satisfaction, productivity, absenteeism, and low turnover rates, these studies often operate in isolation, concentrating on specific aspects of mental health. This study views mental health and well-being as essential parts of defining social sustainability as a comprehensive concept. Moreover, limited research has been conducted to assist organizations in decision making and facilitate efforts to enhance the social sustainability of employees in the construction sector, highlighting a noticeable research gap. To address this gap, our study adopted a comprehensive mixed-methods approach, incorporating semi-structured interviews, surveys, and structural equation modeling to identify the underpinning criteria that define the social sustainability of employees. This study accordingly incorporated the identified criteria to evaluate the relationship and impact of these factors on employees’ job satisfaction, ultimately contributing to the assurance of social sustainability for employees within the construction sector in the UAE. This holistic approach seeks to establish the intricate relationship between employees’ job satisfaction and their mental health, providing valuable insights for guiding organizational decisions and fostering improvements in employee social sustainability in the construction sector generally and the UAE construction sector in particular. Full article

The challenges of employee retention in the energy industry are more significant than in other industries where absenteeism is also common. The goal of this paper is to understand the variables influencing turnover intention while determining whether absenteeism in the energy sector can be a predictor of turnover intention. The turnover intention model was set up with the following predictor variables: Absenteeism, Affective Organizational Commitment, Organizational Justice, and Alternative Job Opportunities. The structured questionnaire was created by combining previously established scales. A primary survey was conducted on a sample of 156 employees, and a predictor analysis was conducted using regression analysis and SEM. The research results showed that alternative job opportunities have a direct and positive influence on turnover intention (β = 0.186), while organizational justice (β = −0.127) and affective organizational commitment (β = −0.317) have a negative direct influence on turnover intention. Absenteeism (β = 0.098) was found to have no significant influence on turnover intention. Apart from the obtained results indicating that absenteeism in the energy industry cannot be a predictor of turnover intention, the scientific contribution of the paper is also manifested in the analysis and critical review of previous research on turnover and absenteeism in the energy industry. The study’s conclusion is that affective organizational commitment is a key variable for employee retention, i.e., workforce sustainability. Full article

Studies have demonstrated the critical role that safety plays in preserving favourable working conditions in the construction industry, which is necessary to accomplish goals. The aim of this research was to inform stakeholders in the construction industry in developing nations about the value of safety and possible strategies for influencing their opinions regarding safety protocols. The importance of safety to the construction sector, which is crucial to the advancement of the country, has also been emphasised. However, due to a lack of adequate safety understanding among stakeholders in the construction sector, the construction industry is characterised by a great deal of instability and hazard. To determine what factors affect productive working conditions in construction production, this study examined safety. We studied what is obtainable in developed countries through a literature review and then making recommendations for developing countries. A systematic review approach was used to examine 81 research articles on construction safety that were released between 2004 and 2022. There were not many articles on construction safety before 2004. The person dimension, environmental factors, safety behaviour, organisation features, technology, and safety incentives were the six construction safety categories into which the results of this study were classified from the in-depth review of the health and safety literature. Additionally, these construction safety variables were developed into a conceptualised framework. To solve different construction safety issues related to working conditions in the construction sector, this study adds to the body of knowledge by systematically classifying and defining the often-utilised safety variables. It is now imperative to bring in these dimensions to improve the safe working conditions in the construction industry, particularly in developing countries. By putting these safety factors into practice, the construction industry can reduce safety risks, lower the number of accidents and fatalities, cut expenses related to subpar safety performance, safeguard the reputation of construction companies, boost employee morale and satisfaction with their work, enhance employee retention, reduce absenteeism, and enhance sustainability goals. Furthermore, it is certain that the conceptual framework that has been suggested would be novel and well-liked in developing countries. The conceptual framework was created with this supposition in mind. Full article

In today’s dynamic business world, organizations are increasingly relying on innovative technologies to improve the efficiency and effectiveness of their human resource (HR) management. Our study uses historical time and attendance data collected with the MojeUre time and attendance system to predict employee absenteeism, including sick and vacation leave, using machine learning methods. We integrate employee demographic data and the absence profiles on timesheets showing daily attendance patterns as fundamental elements for our analysis. We also convert the absence data into a feature-based format suitable for the machine learning methods used. Our primary goal in this paper is to evaluate how well we can predict sick leave and vacation leave over short- and long-term intervals using tree-based machine learning methods based on the predictive clustering paradigm. This paper compares the effectiveness of these methods in different learning settings and discusses their impact on improving HR decision-making processes. Full article