UNASSIGNED: Attention to work addiction risk is growing; however, more studies are needed to explore the possible impact of work addiction risk on various aspects of employees\' work and life domains. Although several studies have considered the antecedents or consequences of work addiction risk, this study particularly focuses on sleep quality as a potential explanatory underlying mechanism in the relation between work addition risk and three outcome variables including stress at home, stress at work and well-being.
UNASSIGNED: The data was collected using an online platform and participants consisted of 188 French employees who were selected using simple random sampling method. Participants responded to the survey including the Work Addiction Risk Test (WART), stress at work, well-being, and sleep quality. The data was analyzed using JASP and SPSS-26 programs.
UNASSIGNED: The results revealed that there are significant positive relationships between work addiction risk and both stress at home and at work and negative relationships between work addiction risk and both sleep quality and well-being. In addition, the analyses of the mediation paths suggest the significant mediation role of sleep quality for the link between work addition risk and stress at work as well as the link between work addiction risk and well-being.
UNASSIGNED: Given the verified mediating role of sleep quality in the relationship between work addiction, stress and wellbeing, it is recommended that organizations and companies pay particular attention to their employees\' sleep quality.

The relationship between spirituality at work and occupational and subjective well-being is not a well-recognized area of research. Many studies have indicated the beneficial effects of spiritual activities on employees\' flourishing, but the mechanisms of this influence are still not sufficiently explained. This study aimed to verify the proposed mechanisms that underlie employees\' spirituality, stress at work, and life satisfaction, and the role of gratitude toward the organization in these relationships. It was assumed that employees\' spirituality is indirectly related to stress at work via gratitude toward the organization. In turn, gratitude toward the organization is directly and indirectly related to life satisfaction through stress at work. The study encompassed 754 individuals working in different companies in Poland. In a sample of women, both spirituality dimensions were indirectly related to stress at work and life satisfaction. Among men, only the secular dimension of spirituality, such as attitude toward coworkers, was indirectly related to stress at work and life satisfaction. Gratitude toward the organization was negatively directly related to stress at work and, through this variable, indirectly positively related to life satisfaction. The benefits of employees\' spirituality for their well-being were confirmed, emphasizing a grateful attitude toward the organization as a significant factor in this relationship.

OBJECTIVE: Employees of uniformed services (EoUS) were screened for cardiovascular risk factors.
METHODS: A total of 1138 EoUS (age M±SD 49.9±6.0 years) and 263 controls (age M±SD 54.4±9.7 years) under the care of the cardiology clinic in Gdańsk, Poland, were included in the study. Medical history and blood samples were collected, and a physical examination was performed. Ten-year cardiovascular risk of death was calculated using the systematic coronary risk evaluation (SCORE) risk algorithm for high-risk countries.
RESULTS: Significantly higher values of mean systolic and mean diastolic blood pressure, mean total cholesterol level and mean BMI were recorded among the EoUS compared to controls (M±SD 141.7±11.6 mm Hg vs. 135.5±11.0 mm Hg, p < 0.001; 90.1±5.9 mm Hg vs. 84.5±6.8 mm Hg, p < 0.001; 6.01±0.76 mmol vs. 5.44±0.87 mmol, p < 0.001; 29.3±4.7 vs. 29.0±4.1, p < 0.001, respectively). Smoking cigarettes was most frequently reported by the youngest group (20-39 years old) - 47.7% and it was significantly higher in the entire EoUS group compared to control group (35.5% vs. 16.7%, p = 0.001). The occurrence of observed risk factors (blood pressure ≥140/90 mm Hg, total cholesterol concentration >5 mmol, smoking,) was significantly higher among EoUS compared to controls (92.1% vs. 57.8%, p < 0.001; 89.0% vs. 66.9%, p < 0.001; 35.5% vs. 16.7%, p < 0.001, respectively). In the male group, the mean calculated ten-year risk of fatal cardiovascular events, the percentage of high calculated risk, and very high risk were higher in the EoUS group compared to controls (M±SD 4.44±3.49 vs. 4.23±3.86, p = 0.001; 23.7% vs. 20.2%, p = 0.007; 7.4% vs. 6.5%, p = 0.03, respectively).
CONCLUSIONS: The prevalence of all identified risk factors was found to be higher among employees of uniformed services when compared to the control group. The presence of these risk factors within the population of uniformed service employees results in a greater risk of mortality from cardiovascular diseases. Int J Occup Med Environ Health. 2023;36(5):656-71.

OBJECTIVE: Adapting to stress over time is a process involving various cognitive and emotional assessments; it also depends on the objective situation related to working conditions, as well as on individual factors. The aim of this paper is to outline the dynamic nature of stress experienced by workers employed on oil rigs over a period of 20 years. The presented research is part of a larger project and concerns subjective stress.
METHODS: Longitudinal studies included the analysis of data regarding the period of 1993-2014. They concerned 167 Polish oil rig workers, all men; the average age at the beginning of the study was 29 years. Each employee was surveyed at least 4 times over a period of 20 years at intervals of 4-6 years in the workplace. The subjective level of stress at work (based on the Subjective Job Evaluation Questionnaire) and the level of declared stress (based on the Stress Survey) were examined.
RESULTS: Oil rig workers show different adaptations to stress over a long term, depending on their subjective perception of stress. Baseline stress levels can vary from person to person over the years. The first group was characterized by high initial stress, but the stress decreased systematically over 20 years (\"stress resisting\"). Employees from the second group were characterized by low initial stress, but declared a systematic increase in stress in the same period (\"stress sensitizing\"). Finally, employees from the third group adapted to stress in a flexible way, with subjective stress being most strongly associated with objective stress (\"flexible group\").
CONCLUSIONS: The presented prospective study showed differences between the subjective levels of stress depending on the distinguished groups over 20 years, i.e., between-group and intra-group variability. The method of prospective research shows that the perception of stress at work is a dynamic process and it changes over time. Int J Occup Med Environ Health. 2023;36(4):477-92.

During the SARS-CoV-2 pandemic, as in past disasters and emergencies, nurses around the world play an important role. What is more, the unprecedented pressure exerted by the pandemic on healthcare systems in every country brings big challenges to nurses, which may affect their well-being, work efficacy and job satisfaction.
The main objective of the presented studies was to describe anxiety factors related to the work of nurses during the SARS-CoV-2 pandemic; to assess the intensity of coronavirus anxiety and job satisfaction experienced by nurses at that time; to assess predictors of job satisfaction of nurses during the COVID-19 pandemic; to assess the differences in the intensity of job satisfaction and coronavirus anxiety depending on the selected variables related to their experiences during the COVID-19 pandemic.
Anonymous questionnaire surveys were conducted online among the participants between 23 June 2020 and 23 March 2022 in Poland.
433 nurses from 15 Polish provinces were included in the studies (age range 22-68; M = 41.63). Nursing seniority M = 18.6.
The studies were based on: Satisfaction with Job Scale (SSP), Coronavirus Anxiety Scale (CAS), and a self-report structured questionnaire.
The most respondents indicated that they were afraid of becoming infected with SARS-CoV-2 (25.4 %), transmitting infection to the family (22.4 %), becoming sick with COVID-19 and experiencing health complications (6.7 %) and of excessive work responsibilities and physical fatigue (6.5 %). Based on the bivariate correlation, it can be concluded that job satisfaction of the respondents during the COVID-19 pandemic was on an average level (M = 19.9); coronavirus anxiety was on an average level (M = 4.9), and stress at work was on a high level (M = 7.1). Coronavirus anxiety did not constitute statistically significant predictors of job satisfaction of subjects studied during the pandemic (SE = 0,048; β = 0,05; p = 0.942).
Coronavirus anxiety wasn\'t associated with job satisfaction of nurses directly. Job satisfaction of nurses during the COVID-19 pandemic was likely to be shaped by a range of different factors.
In Polish nurses coronavirus anxiety was average and wasn\'t associated with their job satisfaction.

UNASSIGNED: The COVID-19 pandemic and the first lockdown were particularly stressful with a major economic impact, but the impact on stress of company directors was not known. Therefore, this study aimed to assess that impact and the characteristics of companies the most at risk.
UNASSIGNED: A online questionnaire was sent to 13,114 company. It assessed stress at work, number of employees, sector of activity, business activity rate and geographical location. It studied the mean stress levels, the percentage of stress > 8/10 and carried out an analysis of the characteristics of the most at-risk companies.
UNASSIGNED: A total of 807 company directors responded. Their stress levels increased by 25.9% during lockdown and 28.7% of them had a stress > 8/10. Sectors which had the biggest increase in stress levels during lockdown were retail trade, wholesale trade, and nursing homes. Sectors the most at risk of stress >8/10 during lockdown tended to be nursing homes, pharmacies, and IT activities. Biggest companies had the highest increase in stress levels.
UNASSIGNED: The first lockdown of the COVID-19 pandemic had a major impact on the stress of company directors. Directors of large companies were the most exposed to stress as well as medical and IT activities.

Religiosity has been a neglected factor in studies regarding the workplace in comparison to spirituality. Some available studies have indicated positive outcomes of religious commitment and intrinsically religious-oriented employees. There is however a lack of research explaining how religious commitment is related to occupational well-being. This study aimed to examine the mechanism of the relationship between religious practices and stress at work and the role of forgiveness as a moral virtue underlying this link. The participants in the study were 754 employees from Poland. The research used a cross-sectional design. The mechanism controlled for gender, denomination, age, education, and the level of position held, and the indirect relationship between prayer and mass attendance and stress at work through forgiveness was confirmed. Religious practices were positively related to a lack of revenge and avoidance motivation, which, in turn, was negatively correlated with stress at work. The role of religious commitment in occupational well-being was discussed, considering socio-cultural conditioning, and the theoretical and practical implications were presented.

UNASSIGNED: Less attention has been paid to the interaction between voice disorders, stress, and indoor environmental quality for work ability in teachers. Therefore, our aim was to study whether lower work ability associated more strongly when the variables of voice disorders and stress at work were combined as opposed to evaluating these two factors separately.
UNASSIGNED: We conducted a questionnaire study including validated self-assessment of work ability and a technical assessment of school buildings utilizing a sample of 1198 and a subsample (n = 538) of Finnish teachers.
UNASSIGNED: When combined, voice disorders and stress at work had a stronger association to decreased work ability than when they were evaluated separately. The occurrence of stress was more prevalent in poor and moderate work ability than the occurrence of voice disorders. Nine out of 10 of the teachers who had neither voice disorders nor stress reported good work ability, while four out of 10 of the teachers who suffered from both voice disorders and stress had poor work ability. As regards the background variables, nearly half of the subjects working in the non-problem buildings have neither stress nor voice disorders.
UNASSIGNED: We recommend offering support for reducing stress at work to improve teachers\' work performance. The findings also support the maintenance of school buildings and keeping them in good condition. Follow-up studies are needed to investigate the possible effects of voice disorders and the associated variables on work ability.

OBJECTIVE: The main purpose of this research was to investigate the relationship between alexithymia, stress at work, and post-traumatic stress disorder (PTSD) in impact emergency call center operators working in Poland (province of Greater Poland). The risk of exposure to critical life events was also considered.
METHODS: Data were collected using self-report questionnaires administered after dispatchers\' shifts. The emergency call center operators (N = 66) completed the Impact of Event Scale-Revised, 20-item Toronto Alexithymia Scale, Workplace Perceived Stress Questionnaire, and a questionnaire measuring the frequency and intensity of potentially traumatic events faced by emergency operators (a questionnaire developed by the authors).
RESULTS: Twenty of the most frequent events (e.g., child sexual harassment, rape, etc.) were identified. Results indicated that post-traumatic stress positively correlated with (a) work-related stress and (b) one aspect of alexithymia: difficulty expressing feelings. Additionally, work-related stress was identified as a mediator for the relation between alexithymia and the intensity of post-traumatic stress.
CONCLUSIONS: The results of this study confirm that emergency operators are a high-risk group for the development of PTSD. The study results suggest that performing the work of an emergency dispatcher is not only demanding but also inherently involves participation in potentially traumatic events (as encountered through emergency calls).

Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys-Work conditions and risks in Latvia (2006-2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/- 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13-1.35), employees aged 25-44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37-1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31-1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27-1.52 and OR = 1.11, CI 1.01-1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers\' leadership and human resource management skills.