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Query: UMLS:C0015672 (fatigue)
 51,768 document(s) hit in 31,850,051 MEDLINE articles (0.00 seconds)

We aimed to determine the major health concerns or problems of women and their personal attributions for the causes of their primary health concerns. We used a survey of women from the Toronto area attending a women's health symposium. Completed questionnaires were returned by 153 (85%) of 180 women attendees. Persistent fatigue was the primary and most commonly cited health concern. Fatigue was ranked first by 42 (27.5%) women and among the top 10 concerns by 123 (80.4%) women. Women attributed their fatigue to a combination of home and outside work (63.4%), poor sleep (38.2%), lack of time for self (34.1%), lack of exercise (32.5%), financial worries (28.5%), relationship problems (22.0%), emotional causes (17.9%), care of ill family members (13.8%), lack of social or individual support (9.8%), poor physical health (8.9%), work in home or child care (3.3%), or gender bias/harassment (2.4%). Our subjects, women from the community, overwhelmingly endorsed social determinants as the cause of their persistent fatigue. Although depression and anxiety form the most robust associations with persistent fatigue in primary care and community studies, women in this sample ranked these factors in seventh place in their attributions. Similarly, although physicians often assume physical causes for fatigue, women rank physical health low in their own attributions. Given the high prevalence of fatigue in women and its impact on quality of life, more attention needs to be given to the social, systemic, and personal factors that women feel contribute to their fatigue to develop more effective interventions.
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PMID:What makes women tired? A community sample. 951 Nov 34

Due to the crisis of the welfare state, the smashing of the state budget and the labour flexibility, the "helping professions" (health service, education, etc.) are the main assistance for the poor, the elderly people and the victims of violence. This result in the emergence of occupational pathologies, mainly in the health workers, such as burnout, secondary traumatic stress or empaty caused fatigue, mobbing or moral harassment -all of them affecting not only the quality of life of professionals but also the body health. The corporal disorders may begin with mild malfunctions, considered as "natural" facts of life, then becoming severe illness. The professional may attempt to meliorate the situation with the use of alcohol, tobacco, ansiolitics, etc. thus worsening the whole health. At the moment there are not legal regulations for this emergent pathologies. We have to pay attention to the signals in order to be able to overcome the dysfunctional defense mechanisms and to activate the preventive and protective resources, such as reflexion groups at workplaces.
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PMID:[Social crisis and occupational fatigue among health professionals: warnings and resources]. 1465 75

This report aims to provide an overview of the intensity of work and work satisfaction in Korea by comparing the first Korean Working Conditions Survey with the results of the fourth European Working Conditions Survey in 2005. According to the comparison, Korean workers work longer hours than workers in the majority of EU countries. However, work intensity in the EU 27 was 1.5 times stronger than Korea. In Korea, the rate of violence, bullying and harassment in the workplace is much lower than the EU 27, but in terms of work satisfaction, EU workers responded more positively than Korean workers. The amount of leave in Korean workers was much lower than the EU counterparts, yet the average number of accident-related or other work-related leaves was greater in Korean workers than workers in the EU. The pattern of exposure to physical factors, namely the most frequent hazards, such as, repetitive movement and painful or tiring posture, is similar in Korean and EU workers. However, the proportion of each exposure is larger in Korean workers than EU workers. In Korea, the most frequently reported work-related symptoms are musculoskeletal disorders followed by stress and fatigue. These patterns are quite similar in Korea and EU countries.
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PMID:First Korean Working Conditions Survey: a comparison between South Korea and EU countries. 1921 57

Fatigue, anxiety, harassment, burnout, stress, etc., the psychosocial risk category brings together multidimensional (physiological, psychological, social...) heterogeneous and complex problems and pathological entities. These aspects are also associated with significant ideological and socio-economic issues (employer liability, cost to the community ...). Thus, how can we make sense of this increase in complaints? Is work harder now than it used to be?
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PMID:[Understanding the complex, multifaceted and multifactorial psychosocial risks]. 3024 30

Background: Nursing professionals face a variety of stressful situations daily, where the patients' own stresses and the demands of their family members are the most important sources of such stress. Methods: The main objectives pursued were to describe the relationships of self-efficacy and emotional intelligence with perceived stress in a sample of nursing professionals. We also developed predictive models for each of the components of perceived stress based on the dimensions of emotional intelligence and self-efficacy, for the total sample, as well as samples differentiated by sex. This study sample consisted of 1777 nurses and was conducted using multiple scales: the perceived stress questionnaire, general self-efficacy scale, and the brief emotional intelligence survey for senior citizens. Results: The variables stress management, mood, adaptability, intrapersonal skills, and self-efficacy explained 22.7% of the variance in the harassment-social component, while these same variables explained 28.9% of the variance in the irritability-tension-fatigue dimension. The variables mood, stress management, self-efficacy, intrapersonal, and interpersonal explained 38.6% of the variance in the energy-joy component, of which the last variable offers the most explanatory capacity. Finally, the variables stress management, mood, interpersonal, self-efficacy and intrapersonal skills explained 27.2% of the variance in the fear-anxiety dimension. Conclusion: The results of this study suggest that one way to reduce stress in professionals would be to help them improve their emotional intelligence in programs (tailored to consider particularities of either sex) within the framework of nursing, enabling them to develop and acquire more effective stress coping strategies, which would alleviate distress and increase the wellbeing of health professionals.
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PMID:Self-Efficacy and Emotional Intelligence as Predictors of Perceived Stress in Nursing Professionals. 3115 53

Background: Workplace abuse, including sexual harassment, is frequently experienced worldwide and is related to adverse mental health outcomes, and injuries. Flight attendants are an understudied occupational group and are susceptible to harassment due to working in a feminized, client-facing occupation with few protections or sanctioned responses against aggressive behaviors. Objective: We investigated the relationship between workplace abuse and health in a cohort of cabin crew. We also aimed to characterize perpetrator profiles. Methods: We conducted our study among 4,459U.S. and Canada-based participants from the Harvard Flight Attendant Health Study using multivariate logistic regression. Our exposures of interest were episodes of workplace abuse in the past year. We evaluated several mental and physical health outcomes, including depression, fatigue, musculoskeletal injuries, and general workplace injuries. Results: We report that exposures to verbal abuse, sexual harassment, and sexual assault are common among cabin crew, with 63, 26, and 2% of respondents, respectively, reporting harassment in the past year alone. Workplace abuse was associated with depression, sleep disturbances, and musculoskeletal injuries among male and female crew, with a trend toward increasing odds ratios (ORs) given a higher frequency of events. For example, sexual harassment was related to an increased odds for depression (OR = 1.91, 95% confidence interval [CI]: 1.51-2.30), which increased in a dose response-like manner among women reporting harassment once (OR = 1.44, 95% CI: 0.93-1.95), 2-3 times (OR = 1.83, 95% CI: 1.29-2.38), and 4 or more times (OR = 4.12, 95% CI: 3.18-5.06). We found that passengers were the primary perpetrators of abuse. Conclusions: Our study is the first to comprehensively characterize workplace abuse and harassment and its relation to health in a largely female customer-facing workforce. The strong associations with health outcomes observed in our study highlights the question of how workplace policies can be altered to mitigate prevalent abuses. Clinicians could also consider how jobs with high emotional labor demands may predispose people to adverse health outcomes, educate patients regarding their psychological/physical responses and coping strategies, and be aware of signs of distress in patients working in such occupations in order to direct them to the appropriate treatments and therapies.
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PMID:The Impact of Workplace Harassment on Health in a Working Cohort. 3117 96

There is a scarcity of studies concerning violence and its consequences in psychiatric outpatient setting. This study aimed to explore the occurrence of workplace violence and the psychological consequences of exposure to violence among nurses working in psychiatric outpatient settings. Research followed a cross-sectional survey design. Data were collected with the VIA-Q instrument. During the 12 months prior to the study, nurses (n = 181) had most often experienced psychological violence, with fatigue being the most common consequence. Harassment most often caused feelings of violated integrity, whereas physical violence most often caused insomnia. Significant relationships between exposure to violence and psychological consequences were identified. Workplace violence can manifest in a broad array of psychological symptoms and be harmful for nurses in psychiatric outpatient settings. It is important to discuss the subject of workplace violence and its place in the nursing curriculum, and to reflect on how nurses are educated and trained to face violence in psychiatric nursing. De-escalation interventions should be implemented in psychiatric outpatient settings. Organizations should take steps to abolish internal violence. Nurses need appropriate education in order to prepare them to manage workplace violence.
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PMID:Occurrence of workplace violence and the psychological consequences of it among nurses working in psychiatric outpatient settings. 3330 39