Search Results (157)

Background/Objectives: Accumulation of cerumen (earwax) in the auditory canal is a common condition, particularly in children and older adults, and often causes temporary hearing loss. While chronic hearing loss is known to affect mood and cognition, little is known about the psychological impact of short-term auditory deprivation. This pilot study aimed to examine the emotional and cognitive effects of simulated temporary hearing loss. Methods: Thirty healthy adults (16 females, aged 18–60) participated. Temporary hearing loss was simulated by placing earplugs in both ears for two hours. Participants completed four tests, assessing anxiety, mood, and attention at three time points: before wearing earplugs, during the blocked condition, and after earplug removal. Results: Participants showed a significant increase in state anxiety and a decrease in mood during the earplug condition. Interestingly, visual attention performance improved while hearing was obstructed and remained elevated even after earplug removal. Conclusions: Short-term simulated hearing loss produces measurable emotional and cognitive changes, including increased anxiety but enhanced visual attention. Clinicians should consider these effects when assessing patients with temporary hearing obstruction, such as those with cerumen impaction. The results carry implications for the broader population wearing earplugs on a temporary basis including musicians, construction employees, and, in general, people working in noisy environments. Full article

Background: Burnout among healthcare workers (HCWs) threatens workforce stability and patient care, particularly in rural hospitals where staff shortages, limited resources, and professional isolation amplify stress. Peer support interventions have demonstrated promise in urban centers, but their feasibility and impact in rural settings remain underexplored. Methods: We implemented and evaluated the Johns Hopkins RISE (Resilience in Stressful Events) peer support program across two rural hospital systems in the Mid-Atlantic United States. Using pre- and post-implementation surveys, we assessed anxiety (GAD-7), burnout (Maslach Burnout Inventory), resilience (CD-RISC), and perceptions of organizational culture of well-being. Linear and logistic regression models adjusted for age, site, and employment duration were used to evaluate outcomes over time. Results: A total of 868 respondents participated across three time points. Burnout and anxiety declined modestly post-implementation, while resilience improved initially but was not sustained at 2-year follow-up. Older employees demonstrated lower anxiety and burnout, while mid-career employees (3–10 years of employment) reported significantly higher distress. Importantly, access to peer support and perceived availability of supportive resources improved significantly over time, reflecting growing program integration. Conclusions: RISE was adapted successfully in rural hospital settings, with evidence of reduced burnout, lower anxiety, and increased perceived access to peer support. While resilience gains were not sustained, results suggest that a peer support program tailored to each organization can mitigate workforce distress in rural health systems. Addressing implementation and contextual barriers and sustaining organizational commitment are important for long-term impact. Expanding peer support to rural hospitals may improve workforce retention and care delivery in underserved communities. Full article

Ageism remains a pervasive yet under-addressed form of workplace discrimination, affecting employees across age groups. This study, conducted within the framework of the EU-funded project SNAW–Say No to Ageism in the Workplace, presents findings from a cross-national survey in Germany, Romania, Ireland, Portugal, and Greece, with 511 participants including employees and employers. The survey examined five dimensions of workplace ageism (cognitive, emotional, behavioural, institutional, and outcome-related) through questions on stereotypes, experiences, organisational practices, and perceived impacts. Results indicate that age-based stereotypes are widely recognised, especially in Germany, Ireland, and Greece. Older workers were often portrayed as resistant to change or technologically outdated, while younger workers were described as inexperienced or unreliable. Despite some positive perceptions, these ambivalent views contribute to exclusionary dynamics. Employees consistently reported higher levels of ageism than employers, revealing a “perception gap”. Institutional responses were uneven: awareness of policies or initiatives promoting age diversity was low, and their effectiveness remained uncertain. Across countries, respondents linked ageism to reduced job satisfaction and productivity, though the perceived severity varied. The findings highlight ageism as a multifaceted challenge that undermines well-being and organisational performance. Counteracting it requires raising awareness, transparent communication, inclusive policies, and leadership engagement across Europe. Full article

Background/Objectives: The present study seeks to address an important empirical gap by examining the associations of workplace gaslighting with symptoms of anxiety and depression, quiet quitting, and work engagement among a sample of Greek employees. Methods: An online cross-sectional study was conducted in Greece in December 2024, with 291 employees, aged 18 years or older, who reported at least one year of work experience. The validated Greek versions of already published tools were used to measure workplace gaslighting (GWS), anxiety and depression (PHQ-4), quiet quitting (QQS) and work Engagement (UWES-3). Associations between gaslighting and mental health and occupational outcomes were tested using multivariable linear regression, adjusting for demographic and occupational covariates. Results: Higher workplace gaslighting scores were significantly predictive of anxiety (b = 0.565, p < 0.001) and depression (b = 0.571, p < 0.001). Gaslighting was also a significant predictor of both quiet quitting (b = 0.368, p < 0.001) and work engagement (b = −0.373, p < 0.001). Conclusions: These results highlight the negative consequences of gaslighting on the mental health and work engagement of employees. Employees should be encouraged to report instances of supervisory gaslighting, while senior leadership and organizational governance structures ought to implement and enforce a zero-tolerance policy toward such behaviors. Full article

Despite the growing importance of green building projects, limited research has explored the factors influencing intergenerational knowledge transfer (IGKT) in this context. As green building projects are increasingly characterized by high environmental standards, technological complexity, and interdisciplinary collaboration, effective knowledge transfer from older to younger employees becomes crucial for ensuring the success and sustainability of these projects. This study addresses this gap by systematically examining the key factors influencing IGKT in green building projects, applying an integrated Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Interpretive Structural Modeling (ISM) methodology. Firstly, twelve factors were identified across five dimensions: transfer subjects, inter-subject relationships, transfer objects, transfer channels, and transfer context. Based on expert input, a direct influence matrix was constructed, and centrality and cause degrees were calculated to distinguish causal and result factors. Subsequently, the ISM method was employed to classify the key factors hierarchically and develop a multi-level structural model of their interaction paths. Results show that organizational support climate ranked highest in both centrality and influence, while digital transformation capacity emerged as a key driver in green project environments. Surface-level factors (e.g., knowledge absorption and transmission capability) were highly susceptible; intermediate factors (e.g., motivation, knowledge distance) acted as bridges; and deep-level factors (e.g., knowledge complexity and embeddedness), though lower in centrality, posed long-term structural constraints. This study provides valuable insights for enhancing IGKT and fostering effective cross-generational collaboration, which is essential for advancing sustainable practices in the green building sector. Full article

Background/Objectives: Long working hours are a recognized risk factor for poor mental health, but their impact may vary across generations. Millennials and Generation Z (MZ generation) have received attention for their distinct values, work–life expectations, and communication styles compared with older cohorts. The present study assessed generational differences (MZ vs. non-MZ) in the association between weekly working hours and depressive and anxiety symptoms among Korean employees. Methods: We analyzed cross-sectional data from 11,372 employees (68.0% men; mean age = 36.7 years) who underwent mental health screenings between 2020 and 2022. Participants born on or after 1 January 1980, were classified as belonging to the MZ generation (n = 7538). Symptoms of depression and anxiety were assessed using the Center for Epidemiologic Studies Depression Scale (CES-D) and the Clinically Useful Anxiety Outcome Scale (CUXOS). Multiple linear regression models tested the interaction between mean-centered weekly working hours and generation, adjusting for sociodemographic covariates. Results: Longer working hours were significantly associated with greater depressive (B = 0.080, p < 0.001) and anxiety (B = 0.119, p < 0.001) symptom severity. Significant interactions between generation and working hours were observed for both depression (B = 0.140, p < 0.001) and anxiety (B = 0.182, p < 0.001). Generation-stratified models showed that the increase in symptom severity per additional work hour was approximately three-fold higher in the MZ generation than in the non-MZ generation. Conclusions: The mental health burden of long working hours is amplified in the MZ generation. Generation-sensitive workplace health strategies are needed to address this vulnerability. Full article

Mixed-use development (MXD) is crucial for urban planning and travel. The COVID-19 outbreak had a significant impact on travel behaviour and MXD projects worldwide, particularly in high-income countries. However, limited studies have explored the predictors of MXD usage and travel patterns in low- and middle-income countries, including Malaysia, and how these events were affected by COVID-19. Using the Rowley and extended Hopenbrouwer and Louw models, this study investigates the travel patterns within MXD premises, their associated factors, and residents’ perspectives of internal and external trips before and during COVID-19 in Klang Valley, Malaysia. A mixed-method study was conducted by using a validated survey and performing a structured interview with MXD residents. A total of 134 and 52 respondents participated in the survey and qualitative interviews, respectively. Data were analysed using descriptive statistics, logistic regression models, and thematic analysis. A significantly higher proportion of MXD respondents engaged in external travel compared to internal travel before and during COVID-19. Before COVID-19, external travel was significantly higher among younger residents, government servants, higher-income earners, and those who owned a car and had recently moved to MXD areas. The odds of internal travel were significantly higher among private-sector employees, students, and low-income earners. During the pandemic, external travel frequency was significantly higher among male residents, older residents, government servants, high-income earners, and those with multiple vehicles. Residents with more parking lots tended to travel less internally compared to those with fewer parking lots allocated. Qualitative analyses revealed that cost-saving, convenience and comfort, social lifestyle, health and well-being, and green environment were the factors that shaped MXD residents’ perceived benefits of trip internalisation. Meanwhile, the barriers to internal trips included the lack of infrastructure, poor management, lifestyle activities/individual factors, and environmental factors. The recommended strategies to reduce external trips were to ensure diversified services and accessibility, inclusiveness in planning activities, promoting social interaction, and work-from-home policies. These findings reflect the strategies that can be incorporated to reduce external trips generated by MXD and enhance effective traffic management. Full article

Background: Mental health issues among employees are a growing concern globally, particularly in high-stress environments such as Korean workplaces. This study was conducted to analyze the relationships between life stressors and depressive symptoms among Korean employees, focusing on the moderating effects of alcohol consumption and age. Methods: This was a cross-sectional study of 8432 Korean employees. The participants completed assessments for depressive symptoms, alcohol consumption, and seven major life stressors (workplace stress, family relationships, interpersonal conflicts, health problems, financial strain, traumatic events, and mannerisms). Moderation analyses were performed using Hayes’ PROCESS macro. Results: The severity of depressive symptoms significantly increased with higher levels of alcohol consumptions. The findings indicated that age moderated the relationship between interpersonal conflict stress and depressive symptoms, suggesting that the association between interpersonal stress and depression was weaker among older individuals. Conversely, alcohol consumption moderated the relationship between traumatic event stress and depressive symptoms, suggesting that higher alcohol use intensifies the impact of traumatic stress on depression. Conclusions: This study provides insights into the complex interactions between life stressors, alcohol consumption, and depressive symptoms in Korean employees. The findings highlight the need for age-specific mental health interventions and early intervention for excessive alcohol consumption, especially for individuals experiencing traumatic events. Full article

This study examines how employees’ perceptions of environmental (E), social (S), and governance (G) activities shape organizational commitment (OC), organizational identification (OI), and organizational citizenship behavior (OCB) in IT manufacturing firms. We further examine whether generational cohort membership moderates the relationship between ESG and OCB, comparing the MZ generation (Millennials, born 1981 to 1996; Generation Z, born 1997 to 2012) with the older generation. Using survey data from 374 employees across four Korean IT manufacturers and structural equation modeling, we find that S and G positively predict OC; E negatively predicts OC. G positively predicts OI, whereas E negatively predicts OI, and S is not significant. Both OC and OI positively predict OCB and mediate ESG→OCB links (OC mediates E, S, G; OI mediates E and G). Multi-group analysis shows a stronger G→OCB path for the MZ cohort than for the older cohort. In summary, the empirical analysis results of this study are expected to be helpful to executives and managers of IT manufacturing companies that are conducting or promoting ESG activities. Full article

Objectives: This study aimed to investigate the level of job satisfaction and the associated factors among health and social care employees of the public sector providing services in open care community settings and home-based care for the older people in Greece. Method: The self-administered questionnaire, Job Satisfaction Survey (JSS), was distributed to personnel across all four prefectures in the Region of Crete (Greece). In total, 228 valid responses were received. Results: Overall job satisfaction was moderate (mean = 134, SD = 24). Employees reported greater satisfaction with the supervision (mean = 19.3), nature of work (mean = 19.2), and coworkers (mean = 19.0). Lower satisfaction was observed in relation to promotion (mean = 9.7). Women scored significantly higher satisfaction than men in pay (mean = 10.9) and fringe benefits (mean = 12.3), while age was associated with differences in pay and promotion satisfaction. Variations were also found according to service unit and contract type, with permanent staff reporting higher satisfaction (mean = 11.3) in the Promotion scale than temporary staff (mean = 9.2) (p < 0.001). Conclusions: Findings emphasize the need to institute targeted short- and long-term measures to improve job satisfaction in community-based care for older people. Short-term actions should include the introduction of fair and competitive pay structures, improvements in fringe benefits, and the implementation of supportive leadership practices. Meanwhile, long-term strategies should focus on transparent promotion systems, structured professional development and continuing education opportunities, and the provision of stable contracts to retain skilled personnel. Full article

Background/Objectives: This research focuses on the increasing presence of older workers in the labor market, a group particularly vulnerable to hearing problems due to age-related changes and prolonged noise exposure. Methods: The research combines theoretical and empirical approaches to investigate the impact of noise on the workplaces of older employees. The empirical component is based on two primary methods: a survey and audiometric testing to assess participants’ hearing abilities. The study included a sample of 50 older workers, all with diagnosed hearing loss. Results: The results of the survey showed that most older workers are regularly exposed to noise at work, which has long-term negative effects on their hearing. This highlights the need to introduce appropriate protective measures such as personal protective equipment, insulation of noise sources, and raising awareness about the dangers of noise. In addition to the questionnaire survey, the analysis of hearing measurements revealed that all respondents had significant bilateral hearing loss, with sensorineural hearing loss being the most prevalent type. Conclusions: This study highlights the negative impact of chronic noise exposure in the workplace on the hearing, communication and productivity of older workers and emphasizes the importance of combining preventive measures, hearing protection and workplace adaptations to promote their well-being and performance. Full article

Background/Objectives: Long COVID, characterized by persistent symptoms following SARS-CoV-2 infection, poses a significant occupational health concern among healthcare workers (HCWs). This study aimed to evaluate the prevalence of long COVID, symptom patterns, work-related impact, and vaccination status among healthcare personnel in a Romanian pediatric hospital. Methods: A cross-sectional study was conducted in 2024 among 903 hospital employees during routine occupational health assessments. Data were collected using structured questionnaires and medical records, focusing on previous SARS-CoV-2 infection, vaccination status, persistent symptoms, and functional impact. Results: Long COVID was identified in 28.6% of participants, with excessive fatigue (53.5%), musculoskeletal pain, respiratory difficulties, and cognitive complaints being the most common symptoms. Staff with chronic comorbidities or increased exposure risk had significantly higher rates of functional impairment. Fewer reinfections were reported among vaccinated individuals; however, vaccination was not significantly associated with the presence of long COVID symptoms. Older age and comorbidities were correlated with higher risk. Conclusions: The findings underline the need for long-term occupational health strategies and individualized support programs for HCWs affected by long COVID, particularly in high-risk groups. Full article

Work–life balance (WLB) is central to sustainable social and economic development, as reflected in the UN Sustainable Development Goals 3, 5, and 8. The purpose of this article is to identify and examine the key organisational and personal factors influencing the perceived work–life balance of employees in rural areas. The theoretical framework is grounded in three complementary approaches: the job demands–resources (JD-R) model, spillover theory, and boundary theory. Together, they offer a comprehensive perspective on role dynamics in the context of limited resources, technostress, and family-related tensions. The study was conducted on a sample of 700 rural employees in Poland, predominantly women (60.6%), with the majority aged 35–55 years (53.0%). Data were collected via a structured questionnaire and analysed using an exploratory approach based on regression trees (CART), which are effective in identifying latent and multidimensional relationships. The findings highlight the mechanisms underlying WLB disruptions in rural contexts and pinpoint areas for intervention through public and organisational policies aimed at supporting employee well-being. The most influential factors were workplace comfort, work flexibility, time autonomy, and employee age. Notably, younger employees require better working conditions than older ones to achieve similar WLB levels. The CART analysis also indicates that some disadvantages, such as low workplace comfort, can be mitigated by more flexible work schedules. Employers should therefore provide multidimensional support through complementary measures, monitor job demands, and educate employees on the effective use of available resources. Full article

This study explores the psychological and social impacts of the forced use of self-service technologies (SSTs) in South Korea’s hospitality and tourism sectors, focusing on perceptions of service dehumanization among different age groups. Grounded in symbolic interactionism theory, the research aims to uncover how reduced interpersonal interaction affects perceived service quality and emotional response. A quantitative approach was employed using data collected from 300 Korean adults (150 older adults and 150 young adults). The study utilized the PROCESS Macro to test mediation effects of reduced human contact, empathy, and authenticity, as well as the moderating role of employee presence in shaping dehumanization perceptions. The results indicate that the mandatory use of SSTs significantly diminishes the perceived social value of service encounters, thereby increasing feelings of dehumanization. This effect is mediated by a reduction in human contact, empathy, and authenticity. Moreover, the presence of employees moderates this relationship, particularly intensifying dehumanization perceptions among older adult participants. Gender was not a significant factor in these perceptions. These findings suggest that while SSTs may improve operational efficiency, their forced implementation can negatively impact customer experience, especially for older adults. Hospitality and tourism providers should consider hybrid service models that maintain optional human interaction to mitigate adverse psychological effects. This study contributes to the limited research on SSTs and service dehumanization by integrating symbolic interactionism theory and highlighting the moderating role of employee presence. It offers novel insights into age-related differences in SST acceptance and the socio-emotional costs of automation in service contexts. Full article

Background: Hearing loss is increasingly prevalent and poses a significant public health concern. While both aging and occupational noise exposure are recognized contributors, their interactive effects and gender-specific patterns remain underexplored. Methods: This cross-sectional study analyzed data from 135,251 employees in Jiangsu Province, China. Demographic information, noise exposure metrics, and hearing thresholds were obtained through field measurements, questionnaires, and audiometric testing. Multivariate logistic regression, restricted cubic spline modeling, and interaction analyses were conducted. Machine learning models were employed to assess feature importance. Results: A nonlinear relationship between age and high-frequency hearing loss (HFHL) was identified, with a critical inflection point at 37.8 years. Noise exposure significantly amplified HFHL risk, particularly in older adults (OR = 2.564; 95% CI: 2.456–2.677, p < 0.001), with consistent findings across genders. Men exhibited greater susceptibility at high frequencies, even after adjusting for age and co-exposures. Aging and noise exposure have a joint association with hearing loss (OR = 2.564; 95% CI: 2.456–2.677, p < 0.001) and an interactive association (additive interaction: RERI = 2.075, AP = 0.502, SI = 2.967; multiplicative interaction: OR = 1.265; 95% CI: 1.176–1.36, p < 0.001). And machine learning also confirmed age, gender, and noise exposure as key predictors. Conclusions: Aging and occupational noise exert synergistic effects on auditory decline, with distinct gender disparities. These findings highlight the need for integrated, demographically tailored occupational health strategies. Machine learning approaches further validate key risk factors and support targeted screening for hearing loss prevention. Full article