BACKGROUND: Directors of clinical education (DCEs) have complex roles in Doctor of Physical Therapy (DPT) programs. Workload imbalances affect the DCEs\' ability to perform tasks efficiently and effectively. In this study, our purpose was to examine the DCEs\' formal and actual workload, and factors that influence workload.
METHODS: Variations in DCE workload exist among DPT programs. The DCEs\' day-to-day workload often differs from their formal workload. Programmatic and individual factors may influence workload. We did not find any large-scale studies that compared the DCEs\' actual and formal workloads.
METHODS: We examined data from 143 DCEs for DPT programs in the United States.
METHODS: Subjects were recruited using email and Listserv to take a novel online survey. In this quantitative, nonexperimental study, we examined data through descriptive statistics, Wilcoxon signed-rank tests, and multiple regressions.
RESULTS: Respondents worked significantly more hours than they were expected to work. A significant difference existed between the percentage of time formally designated and the time actually spent performing administrative, scholarship, and teaching tasks. Respondents reported lacking time in all workload categories. Collective programmatic and DCE characteristics statistically significantly affected the DCEs\' scholarship and service workloads. The number of clinical education experiences independently significantly affected the DCEs\' administrative and service workloads. The amount of training a DCE received independently significantly affected the DCEs\' administrative, scholarship, and service workloads.
CONCLUSIONS: A consistent method of calculating DCE workload should be developed that considers DCE and program characteristics. More time is needed for DCEs to perform their roles effectively. If workload imbalances, program variations, and time constraints are not addressed, DCEs may become dissatisfied with their jobs and leave the position.

This study aims to predict how COVID-19 anxiety affects productivity determinants by examining the role of perceived workload and individual job performance as mediators using Bayesian mediation analysis. To achieve the study\'s objectives, all nurses working at Imam Reza Hospital were recruited to participate. To gather data, all eligible and voluntary nurses were asked to complete questionnaires that included the Corona Disease Anxiety Scale (CDAS), Individual Job Performance Questionnaire (IJPQ), NASA Task Load Index (NASA-TLX), and Workforce Productivity Questionnaire. Of the total number of nurses employed, 222 (126 women and 96 men) nurses fully completed the questionnaires. Out of these, 140 individuals were married and 82 were single. The mean ± standard deviation (SD) of the age and experience were 28.56 ± 5.78 and 8.49 ± 6.50, respectively. GeNIe software version 2.0 utilized to analyze the Bayesian network. The results showed that for the high COVID-19 anxiety and high workload states, with a probability of 100 %, the probability of high evaluation and high environment increased by 16.6 % and 16.3 %, respectively, but low evaluation and low environment decreased by 22.4 % and 22 %, respectively. In the high COVID-19 anxiety and low IJP states with a probability of 100 %, most change was related to the high ability (6 % increase), low evaluation (3.9 % increase), high incentive (3.8 % increase), low ability (4.6 % decrease) and low support (2 % decrease). Regarding COVID-19 anxiety (high 100 %), workload (high 100 %) and IJP (low 100 %), most of the increase was related to high environment and high evaluation by an increase of 17.3 and 17.2 %, respectively. Also, the value of low evaluation and low environment was reduced by 24 and 23.4 %, respectively. The study\'s findings confirm that nurses have been more productive during the COVID-19 pandemic, despite facing high workloads and the COVID-19 anxiety.

OBJECTIVE: General internal medicine is a crucial element in healthcare systems. Understanding how many people are and will be working in this field is important to maintain and improve quality for patients in healthcare systems. This can provide a basis for political decisions.
METHODS: We conducted a cross-sectional study to analyse the current and future workforce of generalists (general practitioners and internists in hospitals) in Switzerland. The Swiss Society of General Internal Medicine (SSGIM) distributed a survey to all members. Respondents were asked about their current average workload in 2023 and planned workload in 2033. The responses were used to calculate full-time equivalent (FTE) for the current and future workforce of generalists and to extrapolate FTE for all active SSGIM members. To model the demand by 2033, we derived different scenarios.
RESULTS: Of all 6,232 active SSGIM members, 2,030 (33%) participated: 46% female, 25% (largest age group) 56-65 years old, 19% still in postgraduate training. The average workload in 2023 was 78% for female and 87% for male generalists; the FTE extrapolated to all active SSGIM members in 2023 was 5,246. By 2033, 1,935 FTEs (36%) will retire, 502 FTEs (10%) will reduce their workload, 116 FTEs (2%) will increase their workload and 2,800 FTEs (53%) will remain in the workforce with the same workload as in 2023. To maintain the same workforce as in 2023, 2,321 new FTEs (44%) will be needed by 2033. To fill this gap of 232 FTE new generalists per year, we modelled different scenarios with assumptions of interest, workload, migration and dropouts.
CONCLUSIONS: Within only one decade, 44% of the current workforce of generalists will disappear, mainly due to retirement and decreased workload. To fill this gap, various scenarios need to be incorporated. Politicians are called upon to create the political framework to create attractive training and working conditions for generalists to address the future demand for healthcare services.

OBJECTIVE: Studies usually investigate a limited number or a predefined combinations of risk factors for sickness absence in employees with pain. We examined frequently occurring combinations across a wide range of work-related factors and pain perceptions.
METHODS: Cross-sectional study.
METHODS: Belgian companies that are under supervision of IDEWE, an external service for prevention and protection at work.
METHODS: In total, 249 employees experiencing pain for at least 6 weeks were included and filled out an online survey.
RESULTS: Latent profile analysis was used to differentiate profiles of work-related factors (physical demands, workload, social support and autonomy) and pain perceptions (catastrophising, fear-avoidance beliefs and pain acceptance). Subsequently, profiles were compared on sociodemographics (age, gender, level of education, work arrangement, duration of complaints, multisite pain and sickness absence in the previous year) and predictors of sickness absence (behavioural intention and perceived behavioural control).
RESULTS: Four profiles were identified. Profile 1 (38.2%) had favourable scores and profile 4 (14.9%) unfavourable scores across all indicators. Profile 2 (33.3%) had relatively high physical demands, moderate autonomy levels and favourable scores on the other indicators. Profile 3 (13.7%) showed relatively low physical demands, moderate autonomy levels, but unfavourable scores on the other indicators. Predictors of profiles were age (OR 0.93 and 95% CI (0.89 to 0.98)), level of education (OR 0.28 and 95% CI (0.1 to 0.79)) and duration of sickness absence in the previous year (OR 2.29 and 95% CI (0.89 to 5.88)). Significant differences were observed in behavioural intention (χ2=8.92, p=0.030) and perceived behavioural control (χ2=12.37, p=0.006) across the four profiles.
CONCLUSIONS: This study highlights the significance of considering the interplay between work-related factors and pain perceptions in employees. Unfavourable scores on a single work factor might not translate into maladaptive pain perceptions or subsequent sickness absence, if mitigating factors are in place. Special attention must be devoted to employees dealing with unfavourable working conditions along with maladaptive pain perceptions. In this context, social support emerges as an important factor influencing sickness absence.

A typical weekly periodization strategy in soccer positions the most demanding sessions four and three days before the match-day (MD-4/MD-3). However, a modified periodization strategy could intersperse the two most demanding sessions with a low-load training session. This study aimed to investigate the impact of these periodizations on external loads and MD readiness. Twenty academy players were tested. The modified weekly periodization strategy included a low-load training session between the two most demanding sessions, while the typical periodization implemented them consecutively. Players wore a GPS and rated their perceived exertion (RPE) during the most demanding sessions. Players were also tested using a CMJ, a 20-m sprint, the Illinois agility test (IAT), and the Hooper questionnaire on MD-4 to obtain baseline values (CONTROL) and on the match-day (TEST). CONTROL values were similar during experimental weeks. During the second most demanding session, players covered greater distances for the modified versus the typical periodization in the 20-25 km/h (306.3 ± 117.1 m vs. 223.5 ± 92.2 m, p < 0.05) and >25 km/h speed zones (89.5 ± 44.8 m vs. 67.2 ± 44.5 m, p < 0.05). On the MD, CMJ, 20-m sprint, and IAT performances were similar between both periodizations. However, 10-m time (1.89 ± 0.10 s vs. 1.92 ± 0.09 s, p < 0.05) and the Hooper index score (7.90 ± 2.14 a.u. vs. 9.50 ± 3.44 a.u., p < 0.05) were significantly lower during the modified periodization strategy. A decreased training load session positioned between the most demanding sessions may be of interest in elite academy soccer players as it can lead to increased weekly external loads and readiness on the MD.

UNASSIGNED: The Swiss Cohort of Healthcare Professionals and Informal Caregivers (SCOHPICA) was created to study the career trajectories, retention intentions, and wellbeing of healthcare professionals (HCPs), addressing challenges such as staff turnover, low job satisfaction and burnout.
UNASSIGNED: SCOHPICA is a prospective open cohort. An electronic questionnaire was used to collect data from HCPs across multiple healthcare settings in Switzerland, encompassing the intention to stay in the profession, wellbeing, and various organizational, psychosocial, occupational and sociodemographic determinants.
UNASSIGNED: The first (2022) baseline sample included 1707 HCPs from over 20 professions. Notably, 13% did not intend to stay in their profession, with intermediate caregivers (24%), registered nurses (17%) and pharmacists (17%) reporting the highest rates. Pharmacists scored lowest in wellbeing. Across determinants, pharmacists, physicians, and registered nurses reported worse scores for workload and work-life balance. Nursing professions had lower scores in various determinants, including influence at work, staffing and resource adequacy, and possibilities for development.
UNASSIGNED: SCOHPICA will provide critical insights on HCPs\' work conditions and experiences, supporting health workforce monitoring and management, and informing policy-making to ensure high-quality healthcare delivery.

BACKGROUND: This study explores the health status differences between migrants and native Germans, focusing on potential disparities in their workloads. Physical and mental workloads can negatively impact individual health. Since various occupations come with distinct health-related patterns, occupational selection may contribute to systematic health disparities among socio-economic groups. Given the generally poorer health of migrants, they might experience systematic workload differences overall.
METHODS: We suggest a conceptual framework for the empirical analysis based on the theory of health as a durable good with health consumption and health investment as key parameters. We quantify the role of work tasks, job requirements and working conditions on individual health based on detailed information from the BIBB/BAuA labour force survey 2012 and 2018.
RESULTS: The empirical results reveal that migrants, i.e. foreigners and German citizens with a migration background, have a higher perception of workload and related health afflictions within the same occupation. Native Germans, on the other hand, experience a higher burden by high job requirements, both physically and mentally. The findings imply heterogeneous health impacts of work for migrants and native Germans due to differences in health consumption.
CONCLUSIONS: The analysis shows that migrants report worse health than natives, with stronger negative effects of work-related conditions on their health, both physically and mentally. Women, in general, report poorer health conditions than men. The findings emphasize the importance of promoting human capital to reduce economic and health disparities, though caution is advised regarding affirmative actions for migrants; further research is needed to understand the underlying mechanisms and address these issues effectively.

BACKGROUND: Occupational stress is a serious problem in veterinary medicine; however, validated instruments to measure this problem are lacking. The aim of the current study was to address this literature gap by designing and validating a questionnaire and establishing the cut-off points for identifying veterinarians with high and low levels of stress.
METHODS: The study involved two sub-studies with two Spanish samples. The first study (N = 30 veterinarians; 66.7% women; 63.33% from small animal clinics) investigated the factors related to the work environment that caused the most stress; the results were analyzed using thematic content analysis. The second study (N = 1082; 70.8% women; 71.4% from small animal clinics) involved designing and validating a questionnaire to measure sources of stress in veterinary medicine, as well as establishing the cut-off points for interpreting the results using receiver operating characteristics (ROC) curve analysis.
RESULTS: The first study showed the main sources of stress and allowed items to be defined for the questionnaire. The second study validated the Sources of Stress in Veterinarian Medicine (SOS-VetMed) questionnaire and confirmed five sources of stress with adequate reliability and validity indices: \"work overload,\" \"work-family conflict,\" \"emotional burden of work,\" \"organizational factors,\" and \"emergency problems.\" Exploratory and confirmatory factor analyses verified a structure of five factors (Cronbach\'s alpha values ranging between 0.92 and 0.69). The five subscales of the SOS-VetMed questionnaire were positively correlated with two indicators of distress: \"psychological complaints\" and \"psychosomatic complaints.\" The cut-off points indicated that 45.83% and 19.95% of the veterinarians surveyed had high and low levels of stress, respectively.
CONCLUSIONS: The results confirmed that the SOS-VetMed questionnaire could be used to determine the stress levels of veterinarians and to design intervention programs to improve their workplace health.

The purpose of this study was to compare the workload of a maximal treadmill test (TREAD) and a fire suppression task (BURN) in firefighters and to examine their relationships to fitness as measured by body mass index (BMI), percent body fat (BF%), and peak aerobic capacity (VO2PEAK). The amount of time spent in the heart rate (HR) intensity ranges of 50-59% HRMAX (ZONE1), 60-69% HRMAX (ZONE2), 70-79% HRMAX (ZONE3), 80-89% HRMAX (ZONE4), and ≥90% HRMAX (ZONE5) quantified the workload as the Edward\'s Training Impulse for TREAD (ETRIMPTREAD) and BURN (ETRIMPBURN). The ETRIMPTREAD was significantly less than ETRIMPBURN. For TREAD, ZONE5 > ZONE2 and ZONE3. For BURN, ZONE4 > ZONE1, ZONE2, and ZONE5 > ZONE1, ZONE2, and ZONE3. A lower BF% and greater VO2PEAK were related to a greater ETRIMPTREAD and unrelated to ETRIMPBURN. For BURN only, a lower BF% and greater VO2PEAK were related to less time in ZONE5. BMI was unrelated to all workload measures. Laboratory-based maximal exercise testing does not adequately reflect the workload of simulated fire suppression and therefore may not be indicative of firefighter readiness to meet job demands. Less-fit firefighters rely on higher cardiovascular intensities to complete the same workload, and practitioners should consider this when selecting strategies to reduce job-associated cardiovascular risk.

BACKGROUND: Research cites shortcomings and challenges facing research ethics committees in many regions across the world including Arab countries. This paper presents findings from qualitative in-depth interviews with research ethics committee (REC) chairs to explore their views on the challenges they face in their work with the oversight of research involving human populations.
METHODS: Virtual in-depth interviews were conducted with chairs (n = 11) from both biomedical and/or social-behavioral research ethics committees in six countries, transcribed, coded and subject to thematic analysis for recurring themes.
RESULTS: Two sets of recurring themes impede the work of the committees and pose concerns for the quality of the research applications: (1) procedures and committee level challenges such as heavy workload, variations in member qualification, impeding bureaucratic procedures, member overwork, and intersecting socio-cultural values in the review process; (2) inconsistencies in the researchers\' competence in both applied research ethics and research methodology as revealed by their applications.
CONCLUSIONS: Narratives of REC chairs are important to shed light on experiences and issues that are not captured in surveys, adding to the body of knowledge with implications for the region, and low- and middle-income countries (LMICs) in other parts of the world. International research collaborations could benefit from the findings.