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Work Ability and Its Related Factors Among Workers in Small and Medium Enterprises: Comparison Among Four ASEAN Countries

Kaewboonchoo O, Isahak M, Susilowati I, Phuong TN, Morioka I, Harncharoen K, et al.

Asia Pac J Public Health, 2016 Jul;28(5):438-49.
PMID: 27273897 DOI: 10.1177/1010539516651957

Work ability is related to many factors that might influence one's capacity to work. This study aimed to examine the work ability and its related factors among small and medium enterprises (SME) workers in 4 Association of Southeast Asian Nations (ASEAN) countries. The participants in this study included 2098 workers from food and textile industries in Indonesia, Malaysia, Thailand, and Vietnam. A cross-sectional survey of anonymous self-administrated questionnaire was designed to collect information on sociodemographic factors, work environment and ergonomic condition, musculoskeletal disorders, and work ability. Bivariate correlation coefficient and multiple linear regression analyses were used to predict the work ability. Results of this study confirm that work ability in 4 ASEAN countries was similar to that in European countries, and that the sociodemographic factors, work environment and ergonomic condition, and musculoskeletal disorder (MSD) were associated with work ability. These factors are important for considering occupational health and safety policy to promote work ability in food, textile, and other SME workers.

Matched MeSH terms: Workplace
Women in Neurosurgery (WIN): Barriers to Progress, World WIN Directory and the Way Forward

Balasubramanian SC, Palanisamy D, Bakhti S, El Abbadi N, Collange NZ, Karekezi C, et al.

Asian J Neurosurg, 2020 10 19;15(4):828-832.
PMID: 33708650 DOI: 10.4103/ajns.AJNS_108_20

Women in Neurosurgery (WIN) have come a long way and are making inroads in every neurosurgical subspecialty. There has been a worldwide increase in the number of female neurosurgeons both in the training and practice. Although this is a welcome trend, gender equality at work in terms of opportunities, promotions, and pay scales are yet to be attained. This is more apparent in the developing and underdeveloped nations. Barriers for a female neurosurgeon exist in every phase before entering residency, during training, and at workplace. In the neurosurgical specialty, only a few women are in chief academic and leadership positions, and this situation needs to improve. WIN should be motivated to pursue fellowships, sub-specialty training, research, and academic activities. Furthermore, men should come forward to mentor women, only then the gender debates will disappear and true excellence in neurosurgery can be attained. This article reviews the issues that are relevant in the present era focusing on the barriers faced by female neurosurgeons in the developing and underdeveloped countries and the possible solutions to achieve gender equality in neurosurgery. The authors also present the data from the World WIN Directory collected as a part of Asian Congress of Neurological Surgeons-WINS project 2019. These numbers are expected to grow as the WIN progress and add value to the neurosurgical community at large.

Matched MeSH terms: Workplace
Fulltext Why so stressed? A comparative study on stressors and stress between hospital and non-hospital nurses

Muhamad Robat R, Mohd Fauzi MF, Mat Saruan NA, Mohd Yusoff H, Harith AA

BMC Nurs, 2021 Jan 04;20(1):2.
PMID: 33390159 DOI: 10.1186/s12912-020-00511-0

BACKGROUND: Stress, which can be attributed to household and workplace stressors, is prevalent among nurses. However, these stressors' attribution may differ between hospital and non-hospital nurses. It is currently unknown whether there are significant differences in the sociodemographic and occupational characteristics between hospital and non-hospital nurses which may potentially influence the type and magnitude of stressors, and subsequently the stress status. Therefore, this study aims to estimate the prevalence of stress and compare the roles of sociodemograhic characteristics, occupational profiles, workplace stressors and household stressors in determining the stress status between hospital and non-hospital female nurses in Malaysia.
METHODS: This cross-sectional study was conducted among randomly-selected 715 female nurses in Malaysia using pencil-and-paper self-reported questionnaires.
RESULTS: The majority of participants were ever married (87.0%), having children (76.2%), and work in hospital setting (64.8%). The level of household stressors was generally similar between hospital and non-hospital nurses. However, hospital nurses significantly perceived higher level of workplace stressors. Shift work is significantly associated with higher level of household and workplace stressors among nurses in both groups. The level of stress was significantly higher among hospital nurses. Both household and workplace stressors explained about 40% of stress status in both hospital and non-hospital nurses.
CONCLUSION: Hospital nurses are at higher risk of having stressors and stress as compared to non-hospital nurses, probably due to higher proportion of them involved in shift work. Hospital nurses should be given high priority in mitigating stress among nurses.

Matched MeSH terms: Workplace
Fulltext Why is there variation in the practice of evidence-based medicine in primary care? A qualitative study

Hisham R, Ng CJ, Liew SM, Hamzah N, Ho GJ

BMJ Open, 2016 Mar 09;6(3):e010565.
PMID: 26962037 DOI: 10.1136/bmjopen-2015-010565

OBJECTIVE: To explore the factors, including barriers and facilitators, influencing the practice of evidence-based medicine (EBM) across various primary care settings in Malaysia based on the doctors' views and experiences.
RESEARCH DESIGN: The qualitative study was used to answer the research question. 37 primary care physicians participated in six focus group discussions and six individual in-depth interviews. A semistructured topic guide was used to facilitate both the interviews and focus groups, which were audio recorded, transcribed verbatim, checked and analysed using a thematic approach.
PARTICIPANTS: 37 primary care doctors including medical officers, family medicine specialists, primary care lecturers and general practitioners with different working experiences and in different settings.
SETTING: The study was conducted across three primary care settings-an academic primary care practice, private and public health clinics in Klang Valley, Malaysia.
RESULTS: The doctors in this study were aware of the importance of EBM but seldom practised it. Three main factors influenced the implementation of EBM in the doctors' daily practice. First, there was a lack of knowledge and skills in searching for and applying evidence. Second, workplace culture influenced doctors' practice of EBM. Third, some doctors considered EBM as a threat to good clinical practice. They were concerned that rigid application of evidence compromised personalised patient care and felt that EBM did not consider the importance of clinical experience.
CONCLUSIONS: Despite being aware of and having a positive attitude towards EBM, doctors in this study seldom practised EBM in their routine clinical practice. Besides commonly cited barriers such as having a heavy workload and lack of training, workplace 'EBM culture' had an important influence on the doctors' behaviour. Strategies targeting barriers at the practice level should be considered when implementing EBM in primary care.
Study site: klinik kesihatan, general practice clinics, Klang Valley, Malaysia

Matched MeSH terms: Workplace*
Fulltext Validity and Reliability of Malay Version of the Job Content Questionnaire among Public Hospital Female Nurses in Malaysia

Amin NA, Quek KF, Oxley JA, Noah RM, Nordin R

Int J Occup Environ Med, 2015 10;6(4):232-42.
PMID: 26498051 DOI: 10.15171/ijoem.2015.632

BACKGROUND: The Job Content Questionnaire (M-JCQ) is an established self-reported instrument used across the world to measure the work dimensions based on the Karasek's demand-control-support model.
OBJECTIVE: To evaluate the psychometrics properties of the Malay version of M-JCQ among nurses in Malaysia.
METHODS: This cross-sectional study was carried out on nurses working in 4 public hospitals in Klang Valley area, Malaysia. M-JCQ was used to assess the perceived psychosocial stressors and physical demands of nurses at their workplaces. Construct validity of the questionnaire was examined using exploratory factor analysis (EFA). Cronbach's α values were used to estimate the reliability (internal consistency) of the M-JCQ.
RESULTS: EFA showed that 34 selected items were loaded in 4 factors. Except for psychological job demand (Cronbach's α 0.51), the remaining 3 α values for 3 subscales (job control, social support, and physical demand) were greater than 0.70, indicating acceptable internal consistency. However, an item was excluded due to poor item-total correlation (r<0.3). The final M-JCQ was consisted of 33 items.
CONCLUSION: The M-JCQ is a reliable and valid instrument to measure psychosocial and physical stressors in the workplace of public hospital nurses in Malaysia.

Matched MeSH terms: Workplace/psychology
Fulltext Validation study of the malay version of the work-family conflict questionnaire

Sanaz A, Syaqirah A, Khadijah S

Malays J Med Sci, 2014 Jan;21(1):50-7.
PMID: 24639612 MyJurnal

BACKGROUND: Work-family conflict has received increasing attention in recent decades in the area of workplace stressors, which can affect employees' health. However, the dimensionality of the work-family conflict construct among the Malay-speaking population has not been clarified. In order to do so, it is crucial to use an instrument that is appropriate and valid for the Malay-speaking population. As such, the goal of this study was to validate and test the dimensionality of the Malay version of the Work-Family Conflict Questionnaire.
METHODS: The present study conducted exploratory factor analysis, confirmatory factor analysis, discriminant validity, convergent validity, and internal consistency, using Cronbach's alpha, of the work-family conflict construct among 332 working women in Malaysia.
RESULTS: The results supported the existence of four dimensions in the Work-Family Conflict Questionnaire that distinguish between time based and strain-based work-family conflict and family-work conflict. The discriminant validity, convergent validity, and internal consistency of this construct are adequately supported.
CONCLUSION: The findings of this study supported the existence of discriminant and convergent validity, as well as adequate reliability, for the construct. Thus, the Work-Family Conflict Questionnaire is a valid and reliable instrument among Malay-speaking working women.
KEYWORDS: factor analysis; professional-family relation; validity and reliability; working women

Matched MeSH terms: Workplace
Fulltext Validation of Noise Induced Hearing Loss Questionnaire Among Malay Sawmill Workers in Kelantan Malaysia

Razman, M.R., Naing, L., Kamarul, I.M.

International Medical Journal Malaysia, 2010;9(2):51-56.
MyJurnal

Introduction: Exposure to excessive noise is the major avoidable cause of permanent hearing impairment. Sawmill is one of the workplaces where workers are exposed to hazardous noise level. This study was conducted to determine the reliability and validity of noise-induced hearing loss questionnaire among sawmill workers. Materials and Methods: This cross sectional study was conducted in March 2007 among 35 consented sawmill workers. A total of 40 items; 10 items for knowledge (8 areas), 20 items for attitude (7 areas) and 10 items for practice (2 areas) were assessed. Statistical analysis for reliability analysis was test by internal consistency and construct validity by exploratory factor analysis using principal components and Varimax rotation method. Results: Cronbach’s alpha coefﬁ cients were acceptable for attitude (0.90) and practice
(0.75). However, it was low for knowledge (0.67). Exploratory factor analysis showed three meaningful exploratory factors that could explain the three dimensions in the questionnaire. Conclusion: The results of the validation study suggested that the noise-induced hearing loss questionnaire is reliable and valid tool for assessing knowledge, attitude and practice among sawmill workers.

Matched MeSH terms: Workplace
Fulltext Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

Mat Saruan NA, Mohd Yusoff H, Mohd Fauzi MF, Wan Puteh SE, Muhamad Robat R

Int J Environ Res Public Health, 2020 08 24;17(17).
PMID: 32846878 DOI: 10.3390/ijerph17176132

Unplanned absenteeism (UA), which includes medically certified leave (MC) or emergency leave (EL), among nurses may disturb the work performance of their team and disrupt the quality of patient care. Currently, there is limited study in Malaysia that examines the role of stressors in determining absenteeism among nurses. Therefore, apart from estimating the prevalence and the reasons of UA among nurses in Malaysia, this study aims to determine its stressor-related determinants. A cross-sectional study was conducted among 697 randomly sampled nurses working in Selangor, Malaysia. Most of them were female (97.3%), married (83.4%), and working in shifts (64.4%) in hospital settings (64.3%). In the past year, the prevalence of ever taking MC and EL were 49.1% and 48.4%, respectively. The mean frequency of MC and EL were 1.80 (SD = 1.593) and 1.92 (SD = 1.272) times, respectively. Meanwhile, the mean duration of MC and EL were 4.24 (SD = 10.355) and 2.39 (SD = 1.966) days, respectively. The most common reason for MC and EL was unspecified fever (39.2%) and child sickness (51.9%), respectively. The stressor-related determinants of durations of MC were inadequate preparation at the workplace (Adj.b = -1.065) and conflict with doctors (adjusted regression coefficient (Adj.b) = 0.491). On the other hand, the stressor-related determinants of durations of EL were conflict with spouse (Adj.b = 0.536), sexual conflict (Adj.b = -0.435), no babysitter (Adj.b = 0.440), inadequate preparation at workplace (Adj.b = 0.257), lack of staff support (Adj.b = -0.190) and conflict with doctors (Adj.b = -0.112). The stressor-related determinants of the frequency of MC were conflicts over household tasks (Adj.b = -0.261), no time with family (Adj.b = 0.257), dangerous surroundings (Adj.b = 0.734), conflict with close friends (Adj.b = -0.467), and death and dying (Adj.b = 0.051). In contrast, the stressor-related determinants of frequency of EL were not enough money (Adj.b = -0.334), conflicts with spouse (Adj.b = 0.383), pressure from relatives (Adj.b = 0.207), and inadequate preparation (Adj.b = 0.090). In conclusion, apart from the considerably high prevalence of unplanned absenteeism and its varying frequency, duration and reasons, there is no clear distinction in the role between workplace and non-workplace stressors in determining MC or EL among nurses in Malaysia; thus, preventive measures that target both type of stressors are warranted. Future studies should consider longitudinal design and mixed-method approaches using a comprehensive model of absenteeism.

Matched MeSH terms: Workplace*
Understanding ergonomics: a practical approach for improving workplace safety and health

Zafir M.M., Fazilah M.H.

Journal of Occupational Safety and Health, 2007;4(1):19-27.
MyJurnal

Ergonomics management is a process that will have a significant, positive effect on a company’s profits through cost reduction, quality improvement, performance improvement and productivity enhancement. Also known as human factors of human engineering, it basically describes the interaction between an employee and his/her job functions, with the emphasis being on reducing unnecessary physical stress in the workplace. The goal of ergonomics is to enable workers to be more effective by matching the requirements and demands of the job to the abilities and limitations of the workers rather than trying to force the workers to fit the job. This paper theoretically describes the benefits of understanding the ergonomics to the workplace. The components and activities required to implement ergonomics management also have been discussed. Besides that, the practical approach of ergonomics has been described by giving practical workplace improvement suggested by scholars. By approaching work practices (stretching, reaching, and sitting) from an ergonomically correct point of view, a worker actually becomes stronger, healthier and more productive.

Matched MeSH terms: Workplace
Fulltext Undergraduate nursing students’ experiences of their clinical practice

LILY LIM, ZABIDAH PUTIT, CHANG CHING THON

Malaysian Journal of Qualitative Research, 2017;4(1):6-16.
MyJurnal

A qualitative study was conducted to assess the nursing students’ experiences of their clinical practice at one public university in Sarawak, Malaysia. Purposive sampling was used to recruit nine undergraduate nursing degree students at a medical faculty. An in-depth interview based on an open-ended questionnaire was used to collect data. The open-ended questionnaire was used to assess the students’ expectation, feelings, challenging experiences related to work culture, knowledge and skills in patient care, teaching learning supports, people interpersonal relationship, students’ role and their coping mechanism in clinical practice. Data were analysed using content analysis approach facilitated by Nvivo software (Version 8.) The themes emerged from the data analysis included (a) Gaining insight into the reality of clinical working environment and (b) challenges. The subthemes illustrated the students’ challenges were interpersonal relationship with people at the work place, different ward environment, theorypractice gap and insufficient clinical practice, and anxiety. The participants also reported experiencing anxiety due to challenges; however, after a period of time, they learnt to cope with them. The students were able to use different coping mechanism such as internal and external motivation, and this increased their confidence as they progressed in their learning. The learning difficulties faced by nursing students during clinical placement show that a supportive learning environment is important. This study proposed practical strategies to empower students in clinical learning and increase their self-esteem and confidence. In order to improve quality of students’ clinical education, adequate and effective work collaboration between nursing education and health care services are recommended. Future research should focus on how to create a supportive clinical learning environment in local setting

Matched MeSH terms: Workplace
Fulltext Trends of disability among workers in Malaysia: case study on SOCSO’scontributors

Shamshimah Samsuddin, Noriszura Ismail

Jurnal Sains Kesihatan Malaysia, 2018;16(1):87-94.
MyJurnal

Occupational injury is an issue that needs to be considered in reducing the problems of disability and death in the
workplace. Healthy and high-productivity workers are one of the important factors that are important to the economic
growth of a country. This study aims to identify the trend of disability for employees covered by the Employment Injury
Scheme under the Social Security Organization Malaysia (SOCSO) for the years 2009-2013. Based on the descriptive
analysis, 80% of the total numbers of workers who suffer injury or death in the workplace are male employees. In
addition, workers aged 25 and above are more prone to injury and death associated with work. The results showed that
socio-demographic factors such as gender and age, as well as level of disability are several important factors that need
to be considered in identifying the trend of disability among employees.

Matched MeSH terms: Workplace
Fulltext Trends in absenteeism rates following psychological intervention-preliminary results

Saroja KI, Ramphal KG, Kasmini K, Ainsah O, Bakar OC

Singapore Med J, 1999 May;40(5):349-51.
PMID: 10489494

To determine the relationship between absenteeism rates and psychological intervention over a 6-month period in an agency with 334 employees in Klang Valley, Malaysia, which had the highest absenteeism rates.

Matched MeSH terms: Workplace
Fulltext Transformation of Industrial Relations in Malaysia: The effectiveness on Management of Occupational Safety and Health

NUR FARHANNA SADON

Trends in Undergraduate Research, 2018;1(1):0-0.
MyJurnal

The occupational safety and health of workers are aimed to protect employees.. Safety at workplace is a crucial aspect in a company’s organization. Safety in workplace is important in guaranteeing the worker’s wellbeing. The Malaysia Government has taken the required steps by introducing the Occupational Safety and Health Act 1994 on 25th of February 1994. The responsibilities in enforcing Occupational Safety and Health Act is given to the Occupational Safety and Health Department (OSHD) which is under the Ministry of Human Resource.

Matched MeSH terms: Workplace
Training of general practitioners in health and safety in the workplace

Rampal KG

Family Physician, 1991;3:17-18.

Matched MeSH terms: Workplace
Timing of return to work and women's breastfeeding practices in urban Malaysia: A qualitative study

Sulaiman Z, Liamputtong P, Amir LH

Health Soc Care Community, 2018 01;26(1):48-55.
PMID: 28560792 DOI: 10.1111/hsc.12460

Nearly half of the working population in Malaysia are women, and with only a short period of maternity leave, they may struggle to achieve the recommended 6 months of exclusive breastfeeding. The aim of this paper was to explore the relationship between the timing of return to work and beliefs and breastfeeding practices among women in urban Malaysia. A qualitative inquiry based on a phenomenological framework and multiple methods was used: face-to-face interview, participant diary and researcher field notes. Data collection took place in Penang and the Klang Valley, Malaysia, from March to September 2011. Eligible participants were purposely identified at randomly selected recruitment sites. A thematic analysis method was used to develop the typologies and categories of the findings. A total of 40 working women with a mean age of 32 years (SD 3.4) were interviewed and 15 participated in the diary writing. Most women (75%) returned to work between 2 and 3 months. Only 10% returned to work 4 months or later postpartum, and 15% had an early return to work (defined here as less than 2 months). The women fell into three groups: Passionate women with a strong determination to breastfeed, who exclusively breastfed for 6 months; Ambivalent women, who commenced breastfeeding but were unable to sustain this after returning to work; and Equivalent women, who perceived formula feeding as equally nutritious as breast milk. Although longer maternity leave was very important for Ambivalent women to maintain breastfeeding, it was not as important for the Equivalent or Passionate women. In conclusion, returning earlier was not an absolute barrier to continuing breastfeeding. Instead, a woman's beliefs and perceptions of breastfeeding were more important than the timing of her return to work in determining her ability to maintain breastfeeding or breast milk feeding.

Matched MeSH terms: Workplace/psychology
Fulltext Time, love and tenderness: Doctors' online volunteering in Health Virtual Community searching for work-family balance

Mohd Yusof SA, Mohd Noor N, Othman N

J Infect Public Health, 2021 Jan;14(1):1-5.
PMID: 33341478 DOI: 10.1016/j.jiph.2020.11.004

BACKGROUND: This study will explore and understand the experience of doctors volunteering online in managing the boundaries between work and family in health virtual communities (HVC).
METHODOLOGY: A qualitative case study approach was used to explore and understand how doctors volunteering online balances between work and family in a Health Virtual Community called DoktorBudak.com (DB). A total of seventeen (17) doctors were interviewed using either face-to-face, Skype, phone interview or through email.
RESULTS: The results of this study suggested that doctors perceived the physical border at their workplace as less permeable though the ICT has freed them from the restriction to perform other non-related work (such as online volunteering (OV) works) during working hours. In addition, doctors OV use ICTs to perform work at home or during working hours, they perceive their work and family borders as flexible. Furthermore, the doctors used different strategies when it came to blending, whether to segment or integrate their work and family domains.
CONCLUSION: This study has defined issues on work-family balance and OV. Most importantly this study had discussed the conceptual framework of work-family balance focusing on doctors volunteering online and how they have incorporated ICTs such as Internet technology to negotiate the work-family boundaries, which are permeable, flexible and blending.

Matched MeSH terms: Workplace
Thermal sensations and comfort investigations in transient conditions in tropical office

Dahlan ND, Gital YY

Appl Ergon, 2016 May;54:169-76.
PMID: 26851476 DOI: 10.1016/j.apergo.2015.12.008

The study was done to identify affective and sensory responses observed as a result of hysteresis effects in transient thermal conditions consisting of warm-neutral and neutral - warm performed in a quasi-experiment setting. Air-conditioned building interiors in hot-humid areas have resulted in thermal discomfort and health risks for people moving into and out of buildings. Reports have shown that the instantaneous change in air temperature can cause abrupt thermoregulation responses. Thermal sensation vote (TSV) and thermal comfort vote (TCV) assessments as a consequence of moving through spaces with distinct thermal conditions were conducted in an existing single-story office in a hot-humid microclimate, maintained at an air temperature 24 °C (± 0.5), relative humidity 51% (± 7), air velocity 0.5 m/s (± 0.5), and mean radiant temperature (MRT) 26.6 °C (± 1.2). The measured office is connected to a veranda that showed the following semi-outdoor temperatures: air temperature 35 °C (± 2.1), relative humidity 43% (± 7), air velocity 0.4 m/s (± 0.4), and MRT 36.4 °C (± 2.9). Subjective assessments from 36 college-aged participants consisting of thermal sensations, preferences and comfort votes were correlated against a steady state predicted mean vote (PMV) model. Local skin temperatures on the forehead and dorsal left hand were included to observe physiological responses due to thermal transition. TSV for veranda-office transition showed that no significant means difference with TSV office-veranda transition were found. However, TCV collected from warm-neutral (-0.24, ± 1.2) and neutral-warm (-0.72, ± 1.3) conditions revealed statistically significant mean differences (p < 0.05). Sensory and affective responses as a consequence of thermal transition after travel from warm-neutral-warm conditions did not replicate the hysteresis effects of brief, slightly cool, thermal sensations found in previous laboratory experiments. These findings also indicate that PMV is an acceptable alternative to predict thermal sensation immediately after a down-step thermal transition (≤ 1 min exposure duration) for people living in a hot-humid climate country.

Matched MeSH terms: Workplace/psychology*
Fulltext The validity-reliability study of the Malay version of Copenhagen Psychosocial Questionnaire (COPSOQ) in assessing psychosocial status in relation to nature of work among workers

Fauziah Nordin, Quek Kia Fatt, Agus Salim M Banon

Journal of Occupational Safety and Health, 2005;2(1):10-18.
MyJurnal

This study aimed to validate the Malay Version of Copenhagen Psychosocial Questionnaire for Malaysian use and application for assessing psychosocial work environment factors. Validity and Reliability were studied in 50 staff nurses of Hospital Selayang. The validity of the questionnaire was evaluated by calculating the percentage of sensitivity and specificity at the different score level. Both percentage of sensitivity against specificity were plotted to produce a ROC (Receiver Operating Characteristics) curve, and score 52 has the highest both sensitivity and specificity was used as an overall index that expresses the probability that measure the psychosocial problems. For reliability purposes, a descriptive of Test-Retest Mean Scores and Paired Sample T-Test and the coefficient-correlation test were calculated. The Test-Retest Mean Scores and Paired Sample T-Test for all 26 scales were calculated and showed statistically not significant. The reliability of the questionnaire and its 26 scales was assessed by using Pearson (r) (overall questionnaire r within a range of 0.00 to 1.00). The COPSOQ appears to be a reliable and responsive measure of workers for Malaysian use and can be applied for assessing psychosocial work environment factors.

Matched MeSH terms: Workplace
Fulltext The risk factors of workplace violence among healthcare workers in public hospital

Nursyafiqah Zainal, Irniza Rasdi, Suhainizam Muhamad Saliluddin

Malaysian Journal of Medicine and Health Sciences, 2018;14(102):1-8.
MyJurnal

Workplace violence become a global concern and perceived as a very serious safety and health hazard especially in healthcare setting. The aim of this study was to determine the prevalence of workplace violence and its associated risk factors among healthcare workers in public hospital. Methods: This was a cross-sectional study which involved 136 randomly selected respondents among doctors and nurses in a public hospital in Kuala Lumpur. Data was gathered through a self-administered questionnaire consisted of two standardized questionnaire; Workplace Violence (WPV) and Job Content Questionnaire (JCQ-27). Results: The response rate was 91%. The prevalence of reported WPV was 71.3% where nurses (73.2%) had slightly higher prevalence than doctors (69.2%). The most common forms of WPV was verbal abuse (70.6%), followed by bullying/mobbing (29.4%), physical violence (11.0%), and sexual harassment (6.6%). The perpetrators were mostly among relatives of patients and visitors followed by the patients. Multiple logistic regression shows that respondents working in Accident and Emergency (A&E) Department was 17 times more likely to report workplace violence than those working in Pediatric Department. Also, for every 1 year younger, respondents were 5 times more likely to experience workplace violence controlling for other factors. Conclusion: The prevalence of workplace violent among respondents were high and most common among young workers, especially nurses and those working in A&E Department. Hence, further assessment should be carried out to reduce the identified risk factors and to find ways of solving this issue.

Matched MeSH terms: Workplace; Workplace Violence
The results of a worksite health promotion programme in Kuala Lumpur, Malaysia

Moy F, Sallam AA, Wong M

Health Promot Int, 2006 Dec;21(4):301-10.
PMID: 16963785

The worksite is one of the key channels for the delivery of interventions to reduce chronic diseases among adult populations. It provides easy and regular access to a relatively stable population and it encourages sustained peer support. This paper reports a 2-year follow-up of the impact of a worksite health promotion programme on serum cholesterol and dietary changes among employees in a city in Malaysia. A quasi-experimental study was conducted among Malay-Muslim male security guards, with those working in a public university in Kuala Lumpur comprising the intervention group, and those working in the teaching hospital of the same university as the comparison group. They were comparable in socio-demographic characteristics. The intervention group received intensive individual and group counselling on diet, physical activity and quitting smoking. The comparison group was given minimal education on the same lifestyle changes through mail and group counselling. The intervention group showed a statistically significant reduction in their mean total cholesterol levels as compared with the comparison group, with an intervention effect of -0.38 (95% CI = -0.63, -0.14) mmol/l. The intervention group also reported a reduction in the amount of cigarettes smoked. The worksite was shown to be an effective channel for health promotion. The adoption of the new lifestyle behaviours should be supported and sustained through modification of work policies.

Matched MeSH terms: Workplace*

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