Job satisfaction is more than a fruit basket, health checks and free exercise: Cross-sectional study among 10,000 wage earners

Worksite Health Promotion and Work Performance: Both Awareness and Use Matter

OBJECTIVE

This work aimed to study whether being aware of the existence of worksite health promotion (WHP), using it, or both are related to employees' task and contextual performance.

METHODS

Multilevel cross-sectional data came from the European Sustainable Workforce Survey, with data from more than 11,000 employees in 259 organizations. Generalized structural equation modeling was used to examine two types of WHP: healthy menus and sports facilities.

RESULTS

Awareness of healthy menus and sports facilities was positively associated with task and contextual performance. Healthy menus use was related to both higher task and contextual performance, whereas sports facilities use was only associated with contextual performance. The relation of WHP use was stronger for contextual than for task performance.

CONCLUSIONS

Organizations should ensure that employees are aware of the availability of WHP as well as stimulate employees to make use of it.

Evaluation of a Workplace Active Rest Program in Office Workers With Comparison of a Prospective and Retrospective Survey

Physical activity-related workplace interventions can be counterstrategies for physical inactivity due to office work. Newly introduced programs should be evaluated for success. This study aimed to evaluate the intervention of a workplace active rest program and to compare a prospective and retrospective design of evaluation. A Germany-wide multicenter evaluation of a 3-month workplace active rest program (30 min, once a week) was carried out at 14 locations with a longitudinal pre/post design by means of an anonymous questionnaire (npre = 405, npost = 369). The participants' program-related changes in targeted characteristics regarding posture, function, complaints and physical awareness were collected with a questionnaire in a prospective design and afterward retrospectively. The prospective evaluation showed a significant improvement in the target characteristic "postural muscles in the neck area". In the retrospective survey, all target characteristics improved significantly. There were no differences between locations. The workplace active rest program in this study had positive effects on the perception of postural neck muscle status regardless of prospective or retrospective approach. Selection of survey mode should depend on desired outcome and consecutive influencing factors. In this specific case, retrospective survey could give more indirect information about overall satisfaction with the program and job although being influenced by response bias. Recall bias should be relatively small for shorter time periods assessed. Future studies should account for corresponding bias and specifics of target characteristics regardless of the chosen approach to survey.

"I'm too old for this!": A prospective, multilevel study of job characteristics, age, and turnover intention

Introduction

Deciding to leave a job is often foreshadowed by burgeoning job dissatisfaction, which is in turn often attributed to characteristics of the job and work environment. However, while we know that job characteristics influence job satisfaction, health, and motivation, their associations with turnover intention is less clear. Moreover, despite aging workforces, an understanding of how working conditions influence workers across the lifespan is lacking. Therefore, drawing on job design theories and bridging turnover- and aging research, we studied 15 specific job characteristics to determine whether they predicted turnover intentions, and whether the predictive value was modified by age.

Methods

Data were collected from various public and private enterprises in Norway. Moderated multilevel regressions were conducted cross-sectionally (N = 12,485) and prospectively over 2 years (N = 5,504).

Results

Most work factors were associated with turnover intention at both the individual and work unit levels. A social climate of support, trust, and encouragement was most strongly inversely associated with turnover intentions, while role conflict was most strongly positively associated with turnover intentions. Organizational climate, leadership styles, and job control were more important with age while job demands, predictability and role stressors were more important to younger workers. Ten individual level- and four work-unit level factors predicted turnover intentions prospectively, suggesting turnover intentions due to poor working conditions persisted in employees that did not quit.

Discussion

Our results highlight several specific, modifiable job characteristics that are likely to affect turnover intentions, and the impact of certain factors specifically for older workers.

Health Promotion for Outpatient Careworkers in Germany

Due to ongoing demographic changes, the need for care is increasing in Germany. The number of outpatient care services is also rising, and with it, the number of employees in outpatient care, who are also continuously becoming older. Workplace health promotion (WHP) becomes relevant in this context, as it can reduce negative strain reactions and promote employees’ health. The aim of this study was (1) to reveal implemented WHP interventions in German outpatient care services; (2) to examine the potential challenges regarding a successful implementation of WHP measures; and (3) to illuminate further requests and needs experienced by outpatient careworkers. In qualitative field research, 30 semi-structured individual interviews were conducted with German caregivers, using the problem-centered interview method. The collected data were deductively and inductively evaluated and interpreted, using qualitative content analysis according to Mayring. Outpatient caregivers reported various WHP measures known from their workplaces, such as the provision of fruit baskets, programmes to increase physical activity, or a subsidy for a personal gym. They further reported WHP, such as back training, known from other care services. However, the respondents spoke of the challenges regarding the implementation or the use of WHP interventions in general. The most frequently named barriers were a lack of time after work and interventions that were only offered in their leisure time. In the same course, the participants still needed offers to increase physical activity, joint activities, or relaxation techniques. However, respondents highlighted that they preferred the interventions to take place during working hours. This way, they would also be more likely to take advantage of the interventions. The results of this study provide an insight into various WHP measures that already exist, or that are desirable for implementation with regard to caregivers’ needs. Subjectively perceived challenges for a successful implementation of WHP measures represent the importance of adjustments in the work organization of caregivers. It becomes clear that WHP is not yet established in the ambulant care sector, although it appears to be imperative for keeping caregivers healthy. Considering the different needs of employees, the results can provide a basis for the development of needs-based health promotion measures for caregivers.

Occupational and Leisure-Time Physical Activity Related to Job Stress and Job Satisfaction: Correspondence Analysis on a Population-Based Study

Background: Leisure-time physical activity (LTPA) is not the same as occupational activity. Various factors influence both forms of physical activity, including job stress and job satisfaction, but the associations found are weak, and the need for new studies in large populations is emphasized. The objective was to study the relationship between job stress and job satisfaction, and the relationship between these and occupational and leisure-time physical activity according to the National Survey of Health 2017. Methods: A population-based study of 8716 workers between 18 and 65 years of age. The variables age, sex, leisure, and occupational-time physical activity (OTPA), educational level, type of occupation, job stress level, and job satisfaction were collected. A simple and multiple correspondence analysis was performed between the variables that reached statistical significance. Results: 4621 cases (53.02%) correspond to men with a mean age of 44.83 years (SD 10.22) and 4095 cases to women with a mean age of 44.55 years (SD 10.23). Women had higher percentages of higher education (p < 0.001), intermediate to high occupations and unskilled (p < 0.001), job stress (p < 0.001), covered the most extreme levels of satisfaction (p = 0.003), and do less LTPA (p < 0.001) and OTPA (p < 0.001). Also, in women a relationship was found between job stress and LTPA (p = 0.024), as well as between satisfaction and both forms of physical activity (OTPA p = 0.013 and LTPA p < 0.001). In men, significance was only reached in the relationship between job stress and OTPA (p <0.001). Conclusions. The higher the job stress, the less the job satisfaction, but the relationship is reversed in the intermediate categories. For both sexes, job stress is related to a sedentary lifestyle and higher employment and education levels. Higher levels of satisfaction correspond to higher levels of occupancy. The relationship between job satisfaction and educational level is direct in women but inverse in men. In women, there is a relationship between sedentary occupations and job satisfaction. In addition, intense physical activity at work is related to higher levels of job stress, lower satisfaction levels, and less physical activity in leisure-time.

Importance of the Working Environment for Early Retirement: Prospective Cohort Study with Register Follow-Up

Background: This study investigates the role of physical work demands and psychosocial work factors for early retirement among older workers. Methods: Data from three Danish surveys on work environment and health among employed older workers (age 55–59) were merged with a national register containing information on labour market participation. Robust Poisson regression modelled the risk ratios (RR) and 95% confidence intervals (CI) for the association between physical and psychosocial work factors and early retirement, that is, not working after the age of 64. Results: Of the 2800 workers, 53% retired early. High physical work demands (RR 1.33, 95% CI 1.19–1.48), poor overall psychosocial working conditions (RR 1.43, 95% CI 1.26–1.61), and access to early retirement benefits (RR 1.79, 95% CI 1.53–2.10) predicted early retirement. Subgroup analyses revealed that poor overall psychosocial working conditions were a stronger predictor for early retirement among workers with seated jobs than those with physically active jobs. Conclusions: High physical work demands and poor psychosocial working conditions are factors that can push older workers out of the labour market prematurely. Poor psychosocial working conditions seem to be a particularly strong push factor among workers with seated work.

Workplace Health Promotion, Employee Wellbeing and Loyalty during Covid-19 Pandemic—Large Scale Empirical Evidence from Hungary

Corporate social responsibility (CSR) has become an innovative strategic management tool of socially and environmentally conscious business organizations in the 21st century. Although external CSR activities are better researched, firms’ internal CSR activities such as workplace health promotion and its impact on employee wellbeing are less understood, especially during a pandemic where job security is relatively lower in many sectors of employment. Additionally, wellbeing and good health have been recognized as important targets to achieve as part of the United Nation’s Sustainable Development Goal 3. Therefore, this study investigates the relationship between health-related work benefits and employee wellbeing, satisfaction and loyalty to their workplace. Large scale survey research was performed with responses from 537 employees in Hungary and 16 hypotheses were tested. Data analysis and path modelling using PLS-SEM (Partial Least Squares Structural Equation Modelling) reveal two-layers of factors that impact employee wellbeing, satisfaction and loyalty. We term this as ‘internal locus of control’ and ‘external locus of control’ variables. Internal locus of control variables such as mental and emotional health leads to wellbeing at the workplace but do not directly impact employee satisfaction and loyalty. In contrast, external locus of control factors such as healthcare support leads to wellbeing, satisfaction and loyalty. Employer commitment to healthcare support system is found pertinent especially during the pandemic. We discover wellbeing as a unique standalone construct in this study, which is vital as is it formed by mental and emotional wellbeing of employees, albeit not a determinant of employee workplace satisfaction and loyalty. We theorize workers’ self-reliance and preservation as possible explanations to the disassociation between employee wellbeing and loyalty to workplace during times of crisis and the pandemic.

Worker satisfaction with adaptive automation and working conditions: a theoretical model and questionnaire as an assessment tool

This article focuses on methods and tools to measure worker satisfaction with reference to industrial automation. Despite technological advances in automation, the role of human workers on industrial shop floors remains crucial. To promote humans' roles, production systems should be designed and organized so workers are valued and get satisfactory jobs. The article presents a novel holistic model of worker satisfaction with adaptive automation and working conditions. The model takes into account psychosocial and physical working conditions and the characteristics of the automation system the worker interacts with and its user interface. We propose a questionnaire to be used as a practical tool to assess worker satisfaction with industrial automation, considering also the case of adaptive automation. The proposed version of the questionnaire is the result of pilot testing carried out among shop floor operators and takes into account adjustments derived from end-user feedback.

Role of job and personal resources in the appraisal of job demands as challenges and hindrances

Previous research has shown that challenge and hindrance job demands show different effects on employees' wellbeing and performance. Moreover, it has been demonstrated that employees' subjective appraisal of job demands as challenges and hindrances may vary: they can be appraised as challenges or hindrances or both. Subjective appraisal of job demands was found to be also related to employees' wellbeing and productivity. However, little is known about predictors of the appraisals of job demands made by employees. The aim of the study was to identify predictors of such appraisals among job and individual resources. Cross-sectional research was carried out among 426 IT, healthcare and public transport employees. COPSOQ II scales were used to measure job demands (emotional, quantitative, cognitive demands, work pace and role conflicts) and job resources (influence at work, possibilities for development, vertical and horizontal trust), single questions were used to measure employees' subjective appraisals of job demands as hindrances and challenges, and PCQ was used to measure psychological capital. Multiple hierarchical regression analyses showed that only horizontal trust predicted the appraisal of job demands as challenges, and vertical trust predicted the appraisal of job demands as hindrances among four analysed job resources. Individual resource-psychological capital-predicted only the appraisal of job demands as challenges. Control variables-occupation, age and job demands also played a significant role in predicting the appraisal of job demands. Implications and future directions are discussed.

Psychosocial determinants of physical activity among workers: an integrative review

Knowledge of the psychosocial determinants of physical activity is critical to informing preventive and therapeutic interventions in the workplace. This study reviewed available evidence on psychosocial factors that have been associated with physical activity among workers. Studies were selected in December 2019 from the Scopus, Web of Science, and PubMed databases, with no date limits, using the following search terms: “physical activity”, “physical exercise”, “psychosocial”, “workers”, and “working-age”. Thirty-nine studies published between 1991 and 2019 were evaluated. The determinants of physical activity investigated among workers were smoking status, stress, psychosocial working conditions, depression, anxiety, social relationships, work ability, job satisfaction, burnout, and self-efficacy. Some consistencies and controversies were observed in the associations among these determinants and physical activity and are discussed, as are suggestions for future studies. The findings of this review may be of interest to physical activity interventions designed to reduce psychosocial risks factors in work environments.

Implementing Organizational WHP Into Practice: Obstructing Paradoxes in the Alignment and Distribution of Empowerment

Background: According to policy and theory, there is need for organizational workplace health promotion (WHP) to strengthen working conditions for all employees. However, earlier studies show it is hard to implement in practice. The aim was to critically analyze and identify interacting mechanisms and obstacles behind failures of organizational WHP projects from system perspectives. Methods: A holistic case study was performed, to critically analyze data from an organizational WHP project approach at a public health care organization. The qualitative data was collected over 5 years and included interviews with key actors (n = 80), focus groups (n = 59 managers), structured observations (n = 250 hours), continuous field observations and documents (n = 180). Questionnaires to employees (n = 2,974) and managers (n = 140) was complementing the qualitative-driven mixed method approach. Results: The analysis shows obstructing paradoxes of alignment and distribution of empowerment during the process of implementation into practice. The obstacles were interacting over system levels and were identified as: Governance by logics of distancing and detaching, No binding regulation of WHP, Separated responsibility of results, Narrow focus on delegated responsibilities, Store-fronting a strategic model, Keeping poor organizational preconditions and support for developments and Isolate WHP from other organizational developments. Conclusions: The following premises can be formulated regarding successful organizational WHP programs. Consider (1) the uncertainty a distributed empowerment to all system levels may create; (2) the distributed impact to define the target and allow broader areas to be included in WHP; and (3) the integration into other development processes and not reducing the organizational WHP to the form of a project.

Physical workload and bodily fatigue after work: cross-sectional study among 5000 workers

Background

Persistent bodily fatigue after working days may indicate an imbalance between work demands and capacity of the workers. This study aimed to investigate associations between physical exposures at work and bodily fatigue after work.

Methods

Danish workers with physical work (N=5377) answered questions about various physical exposures during work and bodily fatigue after work in the 2010 round of the Danish Work Environment Cohort Study. Associations were modeled using binary logistic regression controlled for various confounders.

Results

Mean age among the younger (<50 years) and older (≥50 years) workers was 36 and 56 years, respectively. Younger and older workers exposed to various physical exposures (e.g. ‘bending/twisting the back’) for more than a quarter of the workday were more fatigued after work. An exposure–response relationship was observed between the number of physical exposures and bodily fatigue, with odds ratios (OR) for fatigue in the body among younger workers being 1.01 (95%CI 0.63–1.63), 1.59 (95%CI 1.01–2.50), 2.37 (95%CI 1.54–3.66) and 2.84 (95%CI 1.85–5.36) for 1, 2, 3 and ≥4 types of combined physical exposures, respectively. Correspondingly, for older workers, ORs were 1.95 (95%CI 1.09–3.51), 4.06 (95%CI 2.32–7.12), 4.10 (95%CI 2.28–7.37) and 4.90 (95%CI 2.72–8.82) for 1, 2, 3 and ≥4 exposures, respectively.

Conclusion

While some of the single factor exposures were associated with increased bodily fatigue, the most marked associations were found when summing the number of different exposures. These results indicate that workplaces should focus on the sum of combined physical exposures rather than focusing solely on single exposures.

Workplace Sedentary Behavior and Productivity: A Cross-Sectional Study

Reducing sedentary behavior in the workplace has become an important public health priority; however, some employers have expressed concerns regarding the potential for reduced productivity if employees are not seated while at work. Therefore, the aim of this study was to determine the relationship between workplace sedentary behavior (sitting time) and work productivity among full-time office-based employees, and further to investigate other potential factors associated with productivity. A 19-item online self-report survey was completed by 2068 government employees in Kansas. The survey assessed workplace sedentary behavior, work productivity, job satisfaction, and fatigue. Overall, office workers reported high levels of sedentary time (mean > 78%). The primary results indicated that sitting time was not significantly associated with productivity (β = 0.013, p = 0.519), but job satisfaction and fatigue were positively (β = 0.473, p < 0.001) and negatively (β = −0.047, p = 0.023) associated with productivity, respectively. Furthermore, participants with the highest level of sitting time (>91% of the time) reported lower job satisfaction and greater fatigue as compared with the lowest level of sitting time (<75% of the time). Taken together, these results offer promising support that less sitting time is associated with positive outcomes that do not seem to come at the expense of productivity.

Work factors facilitating working beyond state pension age: Prospective cohort study with register follow-up

Objectives:

The demographic changes in Europe underline the need for an extension of working lives. This study investigates the importance of physical work demands and psychosocial work factors for working beyond the state pension age (65 years).

Methods:

We combined data from three cohorts of the general working population in Denmark (DWECS 2005 and 2010, and DANES 2008), where actively employed workers aged 55–59 years replied to questionnaires about work environment and were followed until the age of 66 years in the Danish AMRun register of paid employment. Using logistic regression analyses, we calculated prevalence ratios (PR) and 95% confidence intervals (CI) for the association between physical and psychosocial work factors and working beyond state pension age, adjusted for age, sex, cohort, cohabiting, sector, income, vocational education, working hours, lifestyle, and previous sickness absence.

Results:

Of the 2884 workers aged 55–59 years, 1023 (35.5%) worked beyond the state pension age. Higher physical work demands was associated with a lower likelihood (PR 0.69, 95% CI 0.58–0.82) and a good psychosocial work environment was associated with higher likelihood (average of 7 items: PR 1.81, 95% CI 1.49–2.20) of working beyond state pension age. Stratified analyses did not change the overall pattern, ie, a good overall psychosocial work environment – as well as several specific psychosocial factors – increased the likelihood of working beyond state pension age, both for those with physically active and seated work.

Conclusion:

While high physical work demands was a barrier, a good psychosocial work environment seems to facilitate working beyond state pension age, also for those with physically active work.

Musculoskeletal Disorders and Associated Factors among Vehicle Repair Workers in Hawassa City, Southern Ethiopia

Background

Vehicle repair work is one of the highest risk professions for work-related musculoskeletal disorders. Globally, only a few published studies have examined the prevalence and determinants of work-related musculoskeletal disorders among vehicle repair workers. Related studies in Ethiopia are even fewer. This study aimed to determine the prevalence of self-reported work-related musculoskeletal disorders and associated factors among vehicle repair workers in Hawassa city, South Ethiopia, 2019.

Methods

An institution-based cross-sectional study was conducted among 344 vehicle repair workers in the Hawassa city. The Nordic Musculoskeletal Questionnaire-Extended (NMQ-E) was used to assess work-related musculoskeletal disorders on nine body regions. Descriptive statistics and multivariable analyses were used to characterize the data and identify factors associated with work-related musculoskeletal disorders.

Result

The twelve-month prevalence of work-related musculoskeletal disorders among this working group was 47.7% with 95% CI (42.7-53.2). Jobs continuously requiring repetitive motions (AOR: 4.29, 95% CI (1.78-10.2)), not having professional training (AOR: 2.04, 95% CI (1.09-3.81)), force exertion when using tools (AOR: 2.40, 95% CI (1.24-4.62)), job stress (AOR:4.54, 95% CI (2.44-8.46)), and regularly lifting, pushing, and pulling loads greater than 20 kg (AOR:4.85, 95% CI (2.65-8.87)) were identified as associated factors.

Conclusion

This study showed a 47.7% prevalence of work-related musculoskeletal disorders. Force exertion, repetitive tasks, manual handling of heavy loads, stress, and lack of training were the identified factors. Ergonomic awareness among workers should be increased through training. In addition, owners should investigate methods to reduce or eliminate risk factors leading to musculoskeletal disorders found among these workers. Automation of high-risk tasks should also be investigated.

A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees

Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees' well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.

Association between lifestyle and musculoskeletal pain: cross-sectional study among 10,000 adults from the general working population

BACKGROUND

Work-related musculoskeletal pain is a major cause of work disability and sickness absence. While pain is a multifactorial phenomenon being influenced by work as well as lifestyle, less is known about the association between specific lifestyle factors and the type of musculoskeletal pain. The aim of the study was to investigate if a dose-response association existed between lifestyle factors and musculoskeletal pain intensity in the low back and neck-shoulder.

METHODS

Currently employed wage earners (N = 10,427) replied in 2010 to questions about work environment, lifestyle and health. Logistic regression analyses adjusted for various confounders tested the association of alcohol intake, physical activity, fruit and vegetable intake, and smoking (explanatory variables) with low back pain and neck-shoulder pain intensity (outcomes variables, scale 0-9, where ≥4 is high pain).

RESULTS

The minimally adjusted model found that physical activity and fruit and vegetable intake were associated with lower risk of musculoskeletal pain, while smoking was associated with higher risk of musculoskeletal pain. In the fully adjusted model, physical activity ≥5 h per week was associated with lower risk of low back pain and neck-shoulder pain with risk ratios (RR) of 0.95 (95% CI 0.90-1.00) and 0.90 (95% CI 0.82-0.99), respectively. No association was found between alcohol intake and pain.

CONCLUSION

Being physically active associated with lower risk of having musculoskeletal pain, while smoking habits and healthy eating were associated with higher pain when adjusting for age and gender. Considering the continuously increasing retirement age in many societies, initiatives to promote healthy habits should still be a political priority to help the workers to stay healthy and cope to their work.

Burned Out: Workplace Policies and Practices Can Tackle Occupational Burnout

Burnout has been included as an occupational phenomenon in the International Classification of Diseases. Health promotion through workplace physical activity policies, incentives, and supports has the potential to prevent burnout.

Study protocol for SeniorWorkingLife - push and stay mechanisms for labour market participation among older workers

Background

Due to demographic changes across Europe there are strong political interests in maintaining the labour force by prolonging working life, i.e. increasing retirement age. This may pose both challenges and opportunities for societies, workplaces, and individuals. The SeniorWorkingLife (Danish: SeniorArbejdsLiv) project investigates push and stay mechanisms for labour market participation – now and in the future - among older workers (≥50 years).

Methods

In July 2018, 30,000 Danes age 50 or older (18,000 employed, 7000 unemployed, 3000 voluntary early retirements, 2000 disability pensions) were invited to participate, of which 15,721 (52.4%) replied to the entire questionnaire and 17,885 (59.6%) replied at least in part. Baseline data collection was terminated in October 2018. The questionnaire covers 14 domains in relation to push and stay mechanisms for labour market participation: 1) basic information (demographics, employment status etc.), 2) multiple-choice question covering a wide range of push and stay mechanisms, 3) role of the workplace, 4) age-discrimination, 5) personal economy, 6) possibility for voluntary early retirement among employed and unemployed, 7) gradual retirement, 8) competencies and continued education, 9) return-to-work, 10) new technologies at the workplace, 11) job satisfaction and well-being, 12) working environment, 13) lifestyle, 14) health and functional capacity. The project aspires to repeat the survey as a prospective cohort every 2–3 years and to perform longitudinal follow-up in Danish high-quality registers about work and health.

Discussion

The SeniorWorkingLife project will provide important knowledge about push and stay mechanisms for labour market participation among older workers. Push refers to mechanisms that increase the risk of premature exit from the labour marker, e.g. due to poor health, poor working environment, age discrimination, and stay to mechanisms prolonging working life e.g. due to attractive working conditions and a good working environment. The project will also to some degree investigate stuck, pull and jump mechanisms. Collaboration and use of the data for scientific purposes by other researchers are encouraged. Interested researchers should contact the corresponding author.

Trial Registration

Registered as cohort study in ClinicalTrials.gov Identifier NCT03634410 (August 16, 2018).

I Stay-Swedish Specialist Nurses in the Perioperative Context and Their Reasons to Stay at Their Workplace

PURPOSE

To investigate why nurse anesthetists and operating room nurses choose to stay in the same workplace.

DESIGN

Qualitative design.

METHODS

Individual interviews were conducted with 15 nurse specialists from four hospitals in Sweden. Two men and 13 women aged between 43 and 63 participated. Data were analyzed with systematic text condensation according to Malterud.

FINDINGS

Three themes were identified. (1) Organizational stability contributed to low staff turnover, with good spirits between colleagues, representing everyone's equal value and resulting in a feeling of homelikeness. (2) Sustained development in one's own profession. (3) A humane head nurse who was at hand, who was a facilitator, who knew staff members, and eliminated obstacles for them.

CONCLUSIONS

In a nonhierarchical and stable organization with a head nurse with caritative leadership skills, a welcoming working environment with opportunities for professional development is created. Thus, nurse specialists choose to stay, contributing to organizational development.

Is fatigue after work a barrier for leisure-time physical activity? Cross-sectional study among 10,000 adults from the general working population

Aim: In spite of the many health-related benefits of regular physical activity, fatiguing work may be a barrier to performing leisure-time physical activity. This study investigates the association between work-related fatigue and the duration of low- and high-intensity leisure-time physical activity in workers with sedentary and physically demanding jobs. Methods: From the 2010 round of the Danish Work Environment Cohort Study, currently employed wage earners from the general working population ( N=10,427) replied to questions about work-related fatigue (predictor) and duration of low- and high-intensity leisure-time physical activity (outcome). Associations were modelled using general linear models controlling for various confounders. Results: Among workers with physically demanding jobs, higher levels of work-related fatigue were associated with gradually lower levels of leisure-time physical activity – for low, moderate and high levels of work-related fatigue the duration of high-intensity leisure-time physical activity was 133 (95% confidence interval (CI) 127–178), 134 (95% CI 109–160) and 113 (95% CI 86–140) min per week, respectively (trend test p<0.001). The duration of high-intensity leisure-time physical activity was lower among older workers (≥50 years) compared to younger workers (<50 years) (132 ± 126 vs 168 ± 150 min per week) ( p<0.0001). Conclusions: The duration of high-intensity leisure-time physical activity gradually decreases with increased work-related fatigue in workers with physically demanding jobs. Older workers perform less high-intensity physical activity than younger workers. Workplaces should consider initiatives to allow workers with physically demanding jobs and older workers to perform physical exercise during working hours and thereby increase physical capacity to meet the job demands.