Dataset Information

Disclosure in Online vs. Face-to-Face Occupational Health Screenings: A Cross-Sectional Study in Belgian Hospital Employees.

ABSTRACT: Replacing or supplementing face-to-face health screening by occupational physicians with online surveys can be attractive for various reasons. However, the (cost-)effectiveness of both depends on employees' willingness to disclose occupational health problems. This article investigates whether employees show a different willingness to disclose information in online surveys compared to face-to-face consultations with an occupational physician. Employees from four Flemish hospitals were asked whether they would disclose a range of typical occupational health problems to either surveys or physicians. The results were analyzed through chi-square tests and multilevel ordinary least squares regression. Of the 776 respondents, 26% indicated that they did not always disclose health problems. Respondents were more inclined to disclose mental health problems to a survey than face-to-face to a physician, whereas the opposite was true for medication misuse. Being male, younger, with lower educational attainment or lower trust in physicians, taking medication, or having a lower risk on alcohol abuse increased the likelihood of a person withholding information. We conclude that this study provides indications that online vs. face-to-face health check-ups have different strengths and weaknesses in this respect. These must be considered when evaluating the need to use online surveys (instead of, or together with, face-to-face contacts) for health screening.

SUBMITTER: Steel JS

PROVIDER: S-EPMC7913988 | biostudies-literature | 2021 Feb

REPOSITORIES: biostudies-literature

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Disclosure in Online vs. Face-to-Face Occupational Health Screenings: A Cross-Sectional Study in Belgian Hospital Employees.

Steel Jonas Stefaan JS Godderis Lode L Luyten Jeroen J

International journal of environmental research and public health 20210204 4

Replacing or supplementing face-to-face health screening by occupational physicians with online surveys can be attractive for various reasons. However, the (cost-)effectiveness of both depends on employees' willingness to disclose occupational health problems. This article investigates whether employees show a different willingness to disclose information in online surveys compared to face-to-face consultations with an occupational physician. Employees from four Flemish hospitals were asked whet ...[more]

PMID: 33557188

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Project description:BackgroundAdherence to internet-delivered interventions targeting mental health such as online psychotherapeutic aftercare is important for the intervention's impact. High dropout rates limit the impact and generalizability of findings. Baseline differences may be putting patients at risk for dropping out, making comparisons between online with face-to-face (F2F) therapy and care as usual (CAU) necessary to examine.ObjectiveThis study investigated adherence to online, F2F, and CAU interventions as well as study dropout among these groups and the subjective evaluation of the therapeutic relationship. Sociodemographic, social-cognitive, and health-related variables were considered.MethodsIn a randomized controlled trial, 6023 patients were recruited, and 300 completed the baseline measures (T1), 144 completed T2 (retention 44%-52%), and 95 completed T3 (retention 24%-36%). Sociodemographic variables (eg, age, gender, marital status, educational level), social-cognitive determinants (eg, self-efficacy, social support), health-related variables (eg, depressiveness), and expectation towards the treatment for patients assigned to online or F2F were measured at T1.ResultsThere were no significant differences between the groups regarding dropout rates (χ21=0.02-1.06, P≥.30). Regarding adherence to the treatment condition, the online group outperformed the F2F and CAU conditions (P≤.01), indicating that patients randomized into the F2F and CAU control groups were much more likely to show nonadherent behavior in comparison with the online therapy groups. Within study groups, gender differences were significant only in the CAU group at T2, with women being more likely to drop out. At T3, age and marital status were also only significant in the CAU group. Patients in the online therapy group were significantly more satisfied with their treatment than patients in the F2F group (P=.02; Eta²=.09). Relationship satisfaction and success satisfaction were equally high (P>.30; Eta²=.02). Combining all study groups, patients who reported lower depressiveness scores at T1 (T2: odds ratio [OR] 0.55, 95% CI 0.35-0.87; T3: OR 0.56, 95% CI 0.37-0.92) were more likely to be retained, and patients who had higher self-efficacy (T2: OR 0.57, 95% CI 0.37-0.89; T3: OR 0.52, 95% CI 0.32-0.85) were more likely to drop out at T2 and T3. Additionally, at T3, the lower social support that patients reported was related to a higher likelihood of remaining in the study (OR 0.68, 95% CI 0.48-0.96). Comparing the 3 intervention groups, positive expectation was significantly related with questionnaire completion at T2 and T3 after controlling for other variables (T2: OR 1.64, 95% CI 1.08-2.50; T3: OR 1.59, 95% CI 1.01-2.51).ConclusionsWhile online interventions have many advantages over F2F variants such as saving time and effort to commute to F2F therapy, they also create difficulties for therapists and hinder their ability to adequately react to patients' challenges. Accordingly, patient characteristics that might put them at risk for dropping out or not adhering to the treatment plan should be considered in future research and practice. Online aftercare, as described in this research, should be provided more often to medical rehabilitation patients.Trial registrationClinicalTrials.gov NCT04989842; https://clinicaltrials.gov/ct2/show/NCT04989842.

Project description:ObjectivesStudies 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.DesignCross-sectional study.SettingBelgian companies that are under supervision of IDEWE, an external service for prevention and protection at work.ParticipantsIn total, 249 employees experiencing pain for at least 6 weeks were included and filled out an online survey.OutcomesLatent 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).ResultsFour 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.ConclusionThis 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.

Project description:Background: The working conditions at universities and hospitals are reported to be stressful. Several national and international studies have investigated occupational stress in hospitals. However, scientific studies at colleges and universities addressing psycho-social stress factors and their potential consequences are scarce. In this context, the consequences and correlations of the factor of work-family conflict, in particular, are currently uninvestigated. The aim of our study was to assess data on psychosocial stress in the context of the compatibility of work and family. Methods: Data were gathered through a cross-sectional-study, N = 844 (55% female, 41% male), on university staff (42.3% scientists, 14.3% physicians, 19.4% employees in administration, and 19.3% employees in service). Participants filled out questionnaires to provide their personal data and details of their work and private life conditions. For this purpose, we used the Work-Family and Family-Work Conflict Scales, Effort-Reward Inventory and Overcommitment Scale (ERI, OC), Patient Health Questionnaire (PHQ-4), short-form Maslach Burnout Inventory (MBI), and questions on their subjective health. Statistical analyses were performed using SPSS 22. Results: We found high levels of stress parameters in the total sample: extra work (83%), fixed-term work contracts (53%), overcommitment (OC, 26%), Effort-Reward Imbalance (18%, ERI Ratio > cut-off 0.715), work-family conflict (WFC, 35%), and family-work conflict (FWC, 39%). As hypothesized, we found significant correlations of both WFC and FWC with psychosocial work strain (ERI Ratio) as well as overcommitment (OC). Mental and somatic health parameters also had a significant positive correlation with WFC and FWC. Using a regression analysis (N = 844), we identified WFC as a predictor of burnout, while emotional exhaustion, extra work, and overcommitment could be identified as predictors of WFC and FWC. Discussion: The results of our study point toward deficits in the compatibility of work life and private life in the work fields of science, colleges, and universities. Furthermore, we found indicators that work-family conflicts (interrole conflicts) have an impact on mental and somatic health. These work-family conflicts should be targets for preventions and interventions with the aim of improving the work-life balance and mental and somatic wellbeing of employees.

Dataset Information

Disclosure in Online vs. Face-to-Face Occupational Health Screenings: A Cross-Sectional Study in Belgian Hospital Employees.

Publications

Disclosure in Online vs. Face-to-Face Occupational Health Screenings: A Cross-Sectional Study in Belgian Hospital Employees.

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