OBJECTIVE: The aim of this systematic review was to study the association between occupational mechanical exposures and shoulder osteoarthritis (OA).
METHODS: A protocol was registered in PROSPERO. Four databases were systematically searched based on PECOS criteria. Outcome was defined as shoulder OA (acromioclavicular (AC) and/or glenohumeral OA) and exposure as occupational mechanical exposures (vibration, upper arm elevation, force, lifting, repetition, and combined mechanical exposures). We included epidemiological studies estimating the prevalence of shoulder OA or the association between occupational mechanical exposures and shoulder OA. Two researchers independently screened articles, performed data extraction, and assessed the risk of bias and level of evidence using GRADE.
RESULTS: A total of 1642 articles were screened, of which 7 met the inclusion criteria. Four studies were assessed as having a high risk of bias, 1 with a moderate risk, and 2 with a low risk. Based on job titles, higher prevalence estimates (2.9% to 61.8%) were found in exposed job groups. For all occupational mechanical exposures, exposure-response relations were found in relation to AC OA. For vibration, the odds ratio (OR) ranged between 1.7 and 3.1 in the highest exposure groups, while the ORs for upper arm-elevation, force, lifting, repetition, and combined mechanical exposures ranged between 0.5 to 2.2, 1.3 to 1.8, 7.3 to 10.3, 2.4, and 2.2 to 2.9. Low or very low level of evidence was found for all exposures.
CONCLUSIONS: This systematic review found an indication of an association between occupational mechanical exposures and shoulder OA, especially AC OA. However, the level of evidence varied between low and very low. High-quality studies assessing the association and differentiating between the specific shoulder joints are highly warranted.

BACKGROUND: Employment provides economic security, a social network, and is important for self-identity. A review published by van der Noordt and colleagues in 2014 showed that employment was beneficial for depression and general mental health. However, an updated synthesis including research published in the last decade is lacking. In the planned review, we aim to update, critically assess, and synthesise the current evidence of the association between paid employment (excluding precarious employment) and common mental health outcomes (depression, anxiety, and psychological distress) among the working age population in the labour force.
METHODS: We will follow recommended guidelines for conducting and reporting systematic reviews. Four electronic databases (MEDLINE, Embase, APA PsycINFO, and Web of Science) will be searched from 2012, using appropriate MeSH terms and text words related to our inclusion criteria. We will screen the records against predefined eligibility criteria, first by title and abstract using the priority screening function in EPPI-Reviewer, before proceeding to full-text screening. Only studies investigating the longitudinal relationship between employment and common mental health outcomes will be included. We will search for grey literature in OpenAlex and conduct backward and forward citation searches of included studies. The methodological quality of the included studies will be assessed using the Cochrane risk-of-bias tool (RoB 2), Risk Of Bias In Non-randomised Studies of Interventions (ROBINS-I), or the Newcastle-Ottawa scale (NOS). We will conduct a narrative review and, if possible following pre-set criteria, conduct random-effects meta-analyses to estimate the pooled effect of employment on depression, anxiety, and psychological distress, across the included studies.
CONCLUSIONS: An updated review of the association between non-precarious employment and mental health outcomes is needed. In the planned review, we will assess the quality of the included studies and synthesise the results across studies to make them easily accessible to policy makers and researchers. The results from the review can be used to aid in policy decisions and guide future research priorities.
BACKGROUND: PROSPERO CRD42023405919.

Quality of life at work is an important and widely discussed concept in the literature. Several instruments can be used to measure it, but with regard to healthcare and social services, the existing instruments are not well known. A review of available instruments intending to capture the quality of life of healthcare and social services workers (QoLHSSW) is necessary to better assess their working conditions and promote programs/guidelines to improve these conditions. The aim of this study was to identify the existing instruments used in measuring QoLHSSW and explore their characteristics. Particular attention was given to instruments adapted to the province of Quebec, Canada, which enabled the determination of which instruments are adapted for the measurement of QoLHSSW in Quebec and possibly elsewhere. A systematic review of the literature was conducted according to the JBI methodological guide. The articles\' selection procedure was performed according to the PRISMA flowchart. The search was conducted up to October 28, 2021, and then updated on January 25, 2023, in four databases: PsycINFO, Medline, Embase, and CINAHL. The selection and extraction were performed independently by two researchers. The analysis of the quality of the studies was performed with the COnsensus-based Standards for the selection of health Measurement Instruments. From a total of 8178 entries, 13 articles corresponding to 13 instruments were selected. Among these instruments, the common aspects that were considered were work conditions, job satisfaction, stress at work, relationship/balance, and career development. Most instruments used a 5-point Likert scale. Various validation methods were used, including reporting Cronbach\'s alpha for overall scale reliability; factor analysis to test construct validity; different model fit indices to test model superiority; different language comparisons to test cross-cultural validity; and qualitative expert reviews to assess content validity.

UNASSIGNED: Cognitive communication impairments resulting from acquired brain injury (ABI) impact a person\'s ability to return to and maintain employment. This study reviews the assessment of cognitive communication skills for return to work after injury.
UNASSIGNED: A scoping review was conducted. Key search terms included brain injury, cognitive communication, work and their synonyms. Studies were included if participants had an ABI diagnosis, were at least 16 years old, mentioned vocational rehabilitation or return to work, and cognition or cognitive communication.
UNASSIGNED: A total of 692 studies were identified through database searches with an additional 18 articles found through handsearching. Fourteen articles were included in the final review. Measures, most included in studies target discrete skills when aligned to the Model of Cognitive Communication Competence. The Individual and Contextual Domains of the model were not well represented and there were limited measures able to capture self or other reported data.
UNASSIGNED: Assessment of cognitive communication skills for returning to work following ABI requires an individualised and contextualised approach. This study highlights a gap between key clinical models and measures reported in the current literature. Further research into clinical practice is required.
Research into resources to help clinicians capture information related to the individual, their role and work environment are needed to support contextualised assessment for return to work.The multifactorial nature of communication should be considered when assessing cognitive communication for return to work. Models such as the Model of Cognitive Communication Competence are available.Measures such as the Functional Assessment of Verbal Reasoning and Executive Strategies and the La Trobe Communication Questionnaire can be considered.

According to the World Health Organization (WHO), burnout is a syndrome conceptualized as resulting from chronic occupational stress that has not been successfully managed. It is characterized by emotional exhaustion, cynicism toward work, and a lack of personal accomplishment at work. Recent WHO guidelines on mental health suggest that mindfulness could have beneficial effects in a professional environment, but to the best of our knowledge, there is currently no study that has made a large inventory of research focused specifically on the effects of standardized programs on burnout. Which professional populations have already been studied? What are the characteristics of the programs? Have studies shown a significant effect and on what indicator?
UNASSIGNED: To assess the effects of standardized programs of mindfulness on burnout, we carried out a systematic review using an exhaustive inventory of the international literature based on randomized controlled trials (RCTs).
UNASSIGNED: The articles were selected according to PRISMA recommendations. The Embase, PubMed/MEDLINE, EBSCOhost, HAL databases were searched with the keywords \"mindfulness,\" \"burnout,\" and \"randomized\" in the title and abstract of each article. The data were all collected in an Excel spreadsheet and analyzed in pivot tables, which were then presented in graphs and maps.
UNASSIGNED: A total of 49 RCTs were thus selected, the majority of which were of good methodological quality, of American origin (43% of studies), concerned professionals in the health sector (64% of participants included), and mostly women (76%). The RCTs assessed the effects of 31 different mindfulness programs, mostly with the Maslach Burnout Inventory (78% of RCTs). More than two-thirds of RCTs (67%) showed a significant beneficial effect on burnout measurement indicators, with emotional exhaustion being the most impacted component.
UNASSIGNED: This systematic review shows that mindfulness-based interventions could be approaches of choice to prevent emotional distress of burnout. Further studies are still needed to determine which type of program is best suited to impact the two other components of burnout.

UNASSIGNED: To assess the impact of the COVID-19 pandemic on individual labour market outcomes and how these vary over time and between different groups of individuals.
UNASSIGNED: Searches were conducted using Medline, Scopus and EconLit. Grey literature searches used Google Scholar and Econpapers. Study quality was assessed using the risk of bias in non-randomised studies of exposure tool (ROBINS-E), accompanied by a directed acyclic graph (DAG) to identify relevant mediators, moderators and confounders.
UNASSIGNED: A total of 85 studies (77 peer-reviewed articles, 8 working papers) were included. The ROBINS-E showed that the overall risk of bias varied between studies from low (n = 14), moderate (n = 56) to serious (n = 15). Studies also varied in terms of outcome measures, study designs and the academic disciplines of researchers. Generally, studies using data collected before and during the pandemic showed large negative effects on employment, working hours and income. Studies that assessed moderators (e.g. by industry, occupation, age, gender, race and country of birth) indicated the pandemic has likely worsened pre-existing disparities in health and work. Generally, women, less educated, non-whites and young workers were affected the most, perhaps due to their jobs involving high levels of personal contact (e.g. hospitality, sales and entertainment) and being less amenable to remote working. The DAG highlighted methodological challenges in drawing robust inferences about COVID-19\'s impact on employment, including the lack of an unexposed control group.
UNASSIGNED: The COVID-19 health crisis caused unanticipated and unprecedented changes to employment opportunities around the world, with potential long-term health consequences. Further research should investigate the longer-term impact of COVID-19, with greater attention given to low- and middle-income countries. Our study provides guidance on the design and critical appraisal of future studies.

OBJECTIVE: The aim of this study is to evaluate the prevalence, severity, and risk factors of cancer-related fatigue among currently working cancer survivors.
METHODS: We searched the PubMed, Embase, Scopus, CINAHL, Cochrane Library, and ICHUSHI databases. The risk of bias was evaluated independently using the Risk of Bias Assessment Tool for Non-randomized Studies (RoBANS). A meta-analysis was conducted to determine the prevalence, severity, and related factors associated with cancer-related fatigue among currently working cancer survivors.
RESULTS: Our meta-analysis included 18 studies and revealed that 42.2% of currently working cancer survivors experience cancer-related fatigue. The fatigue severity in this group was significantly higher than that in workers without cancer (absolute standardized mean difference (SMD) = 0.67), but lower than that in cancer survivors who had previously worked and were not currently working (absolute SMD = 0.72). Distress was identified as a potential risk factor for cancer-related fatigue in working cancer survivors (partial correlation coefficient = 0.38).
CONCLUSIONS: The high prevalence of cancer-related fatigue among employed cancer survivors underscores the need for targeted workplace interventions and fatigue management strategies. While the severity of fatigue is less than that seen in non-working survivors, the comparison with the general working population highlights a significant health disparity. The association between distress and fatigue suggests the necessity for a holistic approach to fatigue management that considers both physical and mental factors in working cancer survivors.
CONCLUSIONS: Our findings highlight the critical need for healthcare professionals and employers to monitor fatigue levels among working cancer survivors and offer appropriate support.

BACKGROUND: This scoping review\'s aim is to provide a comprehensive overview of ecological momentary assessment (EMA)- based research on emotional labor (EL) as emotion regulation (ER). This includes an examination of the theoretical foundation this research builds on, how the hypothesized relationships are investigated using EMA methods as well as the studies\' findings themselves. We built on the work of Grandey and Melloy (J Occup Health Psychol 22:407-22, 2004), who broadly distinguished between the two regulatory strategies of deep acting (DA) and surface acting (SA), embedded in a hierarchical model of emotional labor, as a guiding theory for structuring this review.
METHODS: To be included, studies had to use EMA to measure SA or DA, with no restrictions regarding population and date of publication. The electronic databases CINAHL, PsycArticles, PsycINFO, PSYNDEX, Embase, PubMed, and Web of Science were searched. Studies were included if they met the above criteria and were written in English or German. Out of 237 publications, 12 were chosen for this review.
RESULTS: All studies were based on emotional labor theories, with Arlie Hochschild\'s theory being the most popular, followed by Alicia Grandey\'s emotional labor theory and its modifications (Grandey AA. Emotion Regulation in the Workplace: A New Way to Conceptualize Emotional Labor; Grandey AA. When \"the show must go on\": Surface acting and deep acting as determinants of emotional exhaustion and peer-rated service delivery. 2003). The methodological quality of the studies varied greatly. The results of the studies indicate that SA is influenced by negative events, trait SA, service innovation and certain emotions, while DA is influenced by positive events and emotional intelligence. Emotional labor benefits the organization, e.g., by improving customer conflict handling, but also causes harm by increasing employee withdrawal behavior. For the employee, emotional labor results in more harm than benefits.
CONCLUSIONS: The research area is still in its early stages and the findings are mostly consistent, but the small number of studies needs to be replicated to increase the reliability of the results. The lack of evidence for ertain hypotheses highlights the presence of unresolved relationships that require further exploration. We are only at the beginning of investigating emotional labor using ecological momentary assessment, and conducting more high-quality studies will significantly enhance our comprehension of emotional labor.

OBJECTIVE: Disabled people are often overlooked in considerations about work design, which contributes to their exclusion from the labor market. This issue also reflects within research, as the body of knowledge on the working conditions of disabled employees remains relatively limited.
METHODS: A scoping review was conducted to assess the research landscape concerning the working conditions of disabled employees. Five databases have been searched, focusing on relevant studies published between 2017 and 2022.
RESULTS: One hundred fourteen studies were included in the review. It was found that social aspects of work appeared within a substantial portion of the examined studies. Furthermore, it became evident that the interplay of accessibility and flexibility provides an important dynamic to make work design both inclusive and feasible.
CONCLUSIONS: The recurrent prominence of social aspects, accessibility, and flexibility across the studies shows common challenges and potentials within the work situation of disabled employees. This suggests avenues for future research and inclusive work design.

Transgender and gender diverse (TGD) employees encounter unique challenges in the workplace that are not shared with the rest of the working population. In this study, we conducted a systematic review of 58 empirical studies on the workplace experiences of TGD individuals published in peer-reviewed journals between 2000 and 2022. Using the Minority Stress Model as a theoretical framework, we classified the literature based on (a) the challenges that TGD employees face when navigating their gender identity at work, (b) the outcomes of minority stress processes, and (c) the mechanisms to ameliorate the impact of minority stressors. Findings suggest that TGD employees are exposed to various distal and proximal stress processes that negatively impact work outcomes and mental health, including discrimination or expectations of rejection. A key protective factor both at the organizational and interpersonal level is support, including inclusive policy development and coworker support. At the intrapersonal level, adaptive coping strategies and an integrated minority identity can countervail the impact of minority stressors. Future research should further examine intrapersonal variables while leveraging broader intersectional and international samples. Practitioners are advised to proactively and continuously review their nondiscrimination policies and practices to promote employee wellbeing and positive work outcomes.