As the world celebrates the centenary of quantum science in 2025, quantum technologies (QTs) are emerging as a transformative force across multiple sectors, including occupational safety and health (OSH). Far from being a source of risk, QTs have the potential to significantly enhance OSH outcomes through ultra-sensitive quantum sensors for environmental and health monitoring, secure quantum communication for protected data transmission, quantum simulations for ergonomic workplace design, and advanced predictive analytics for risk prevention. This paper explores how these innovations can revolutionize workplace safety and health infrastructure, especially in high-risk environments like mining, manufacturing, chemical plants, health monitoring, and military settings. Through strategic policy integration, safety-by-design principles, and interdisciplinary collaboration, the quantum revolution can be harnessed not only to redefine technological capabilities, but also to create safer, smarter, and more resilient occupational ecosystems. By proposing quantum-specific safety classifications, interdisciplinary oversight, and international collaboration, this paper calls for embedding safety-by-design principles into the core of quantum Research and Development (R and D). As quantum technologies become foundational to future industries, worker safety must advance in tandem framing quantum not merely as a technological revolution, but as a unique opportunity to reimagine the relationship between innovation and human well-being.
Post-exposure prophylaxis (PEP) with antiretroviral therapy is highly effective in preventing human immunodeficiency virus transmission but can be complicated by hypersensitivity reactions, particularly when sequential regimen substitution is required due to adverse events. We describe the case of a 58-year-old female physician who developed an acute vulvovaginal hypersensitivity reaction within one hour of initiating bictegravir/emtricitabine/tenofovir alafenamide for occupational PEP, followed by drug-induced hypersensitivity syndrome after substitution with darunavir. The patient completed her prophylactic course and did not seroconvert to human immunodeficiency virus or hepatitis B virus. This progression illustrates two novel points: (1) vulvovaginal mucosal hypersensitivity as an underrecognized phenotype of bictegravir/emtricitabine/tenofovir alafenamide toxicity, and (2) heightened risk of severe reactions with sequential prescribing in patients with prior sulfonamide allergy. The case highlights the value of allergy risk stratification in urgent PEP protocols and underscores an opportunity to strengthen sex-specific safety reporting in antiretroviral research. Integrating these considerations into occupational health practice may help prevent life-threatening adverse events, reduce time away from work, and support healthcare worker well-being and productivity.
Workplace violence is an increasing concern in the healthcare sector, affecting not only clinical health professionals but also non-clinical ones. Among these, Environmental and Occupational Prevention Technicians- who are responsible for public health surveillance and risk prevention -may frequently encounter high-conflict situations during their activities. However, evidence on their exposure to workplace violence remains limited. This study aims to assess the prevalence, characteristics, and associated risk factors of workplace violence among Prevention Technicians in Italy. A cross-sectional survey was conducted between May and July 2024 among all registered Environmental and Occupational Prevention Technicians in four Italian regions (Piedmont, Campania, Sicily, and Aosta Valley). Data were collected through an anonymous online questionnaire covering sociodemographic characteristics, work setting, workplace violence, psychological impact, and organizational factors. Descriptive statistics, chi-square tests, and Poisson regression models with robust variance estimation were used to identify factors associated with workplace violence. Associations were reported as prevalence ratios (PRs) with 95% confidence intervals (95% CIs). Out of 2,380 eligible professionals, 566 completed the questionnaire (response rate: 23.8%). Among public-sector employees, 37.5% reported workplace violence compared with 29.1% among private-sector employees and self-employed professionals. In the public sector, a higher prevalence of workplace violence was associated with age 41-50 years (PR1.55; 95% CI 1.06-2.26; p = 0.023), age 61-67 years (PR2.02; 95% CI 1.42-2.86; p < 0.001) compared with participants aged 22-30 years, and high perceived risk of workplace violence (PR 2.76; 95% CI 1.63-4.66; p < 0.001). Registration with professional boards in Southern Italy and the presence of workplace procedures were associated with a lower prevalence of workplace violence (PR 0.57; 95% CI 0.47-0.70; p < 0.001 and 0.70; 95% CI 0.52-0.95; p = 0.022, respectively). Among private-sector employees and self-employed professionals, high perceived risk was associated with a higher prevalence of workplace violence (PR 8.84; 95% CI 1.22-63.95; p = 0.031), as was the presence of workplace procedures (PR 2.92; 95% CI 1.69-5.03; p < 0.001). Workplace violence represents a relevant occupational issue also among Environmental and Occupational Prevention Technicians. The high prevalence observed and the associations identified with individual and organizational factors highlight the need for both further research to disentangle the causal relationship and potential preventive initiatives aimed at improving safety in non-clinical healthcare settings.
The Strategic Workshop on "Workers' Safety and Health in a Changing Climate," convened by the All India Institute of Hygiene and Public Health (AIIHPH), Ministry of Health and Family Welfare, in collaboration with the National Centre for Disease Control (NCDC) and the National Programme on Climate Change and Human Health (NPCCHH), was held in October 2025 at Kolkata. The Strategic Workshop on "Workers' Safety and Health in a Changing Climate" aimed to foster multisectoral dialog and collaboration to address the growing impact of climate change on occupational health, safety, and productivity, thereby contributing to sustainable development. Convened under the leadership of AIIHPH, NCDC, and NPCCHH, the 2-day workshop brought together senior policymakers, researchers, academicians, and industry leaders from diverse sectors. Discussions were structured around five major, interconnected themes: 1) Protecting Workers from Extreme Weather Events (Heat), 2) Occupational and Environmental Air Pollution, 3) Chemical Exposures in a Changing Climate, 4) Technology for Climate-Resilient Workplaces, and 5) Psychosocial Well-being of Workers. Key recommendations from the deliberations were consolidated after discussions into actionable points, emphasizing the need for an integrated, technology-enabled, and equity-focused approach. Actionable steps included integrating health surveillance with climate data (e.g., WBGT/IMD forecasts), developing a National Chemical Exposure Surveillance Network, adopting AI/IoT-based predictive safety tools, and institutionalizing psychosocial care. The workshop reaffirmed a commitment to the vision of "Health for All, Safe Work for All," urging interministerial convergence (Health, Labor, Environment) and supportive partnerships-especially with Micro, Small, and Medium Enterprises (MSMEs)-to ensure a climate-resilient workforce.
Young construction workers are exposed to high levels of occupational safety risk while often occupying relatively vulnerable positions in work groups. Safety voice is an important participatory mechanism for early hazard identification and occupational injury prevention. However, existing studies have mainly examined the net effects of individual predictors, offering limited insight into how multiple job demands, job resources, and personal capabilities combine to enable or constrain safety voice. Drawing on the job demands-resources framework, this study adopted a configurational perspective to examine how different combinations of job insecurity, perceived voice cost, psychological safety, safety empowering supervision, job control, and political skill are associated with high and low safety voice among young construction workers. Survey data from 240 young construction workers in China were analyzed using fuzzy-set qualitative comparative analysis. The findings reveal multiple configurations leading to high safety voice, indicating that no single condition is sufficient on its own. Instead, safety voice emerges when motivational permission, behavioral discretion, supervisory support, and interpersonal capability are jointly present or compensate for selected demand-side constraints. The configurations associated with low safety voice are not simple opposites of those producing high safety voice, suggesting clear causal asymmetry. This study extends occupational safety and public health research by showing how safety voice among young construction workers depends on configurations of work-related demands, resources, and personal capabilities. The findings provide practical implications for injury prevention, participatory safety management, and workplace health promotion in high-risk construction settings.
Workplace health promotion (WHP) plays an important role in improving employees' health and well-being and promoting health communication in the industry. However, current health promotion activities for miners achieve limited outcomes, owing to the overlook of the cultivation of miners' autonomy, and the role of the supportive work environment. This study addressed this research gap following a multistep method. First, a comprehensive qualitative method based on intervention mapping was applied to determine the stakeholders, barriers, and facilitators in promoting miners' internal health locus of control. Second, social network analysis was employed to analyze the connectivity between stakeholders' behavioral strategies and identify the key strategies which have the most significant influencing effect in the network. Last, combined with system dynamics modeling, a four-party dynamic evolutionary game model was constructed and simulated to analyze the asymptotic stability conditions of stakeholders' behavioral strategies and explore the impact of the changes in the key strategies on miners' strategic choices. As a result, among 47 items of stakeholders' behavioral strategies, strategies such as mine managers' commitment to safety and health, team leaders' tangible and intangible support, and health managers' organization of mental intervention programs, were identified as the key to WHP solutions' successful implementation. Sufficient enforcement of these significant strategies could increase the probability of miners actively participating in WHP programs. Overall, this study developed health promotion solutions aimed at promoting miners' health self-management, with the perspectives of all stakeholders involved, which contributes to improved workplace health practices in mines.
Work-related musculoskeletal disorders (WMSDs) are a major occupational and public health burden among manufacturing workers. Existing workplace interventions often emphasize ergonomic assessment or generic safety education, with limited use of behavior-change theory. We examined short-term changes in Theory of Planned Behavior (TPB)-based determinants and self-reported preventive behavior following an on-site, nurse-delivered musculoskeletal-health program. A two-cluster, cluster-allocated controlled program evaluation was conducted in two plants in City D, Republic of Korea (N = 69; intervention n = 34, control n = 35), with assessments at baseline, week 4, and week 8. Male field workers with self-reported musculoskeletal symptoms identified through workplace ergonomic risk assessment were recruited; plant-level allocation was random, although balance cannot be assumed with only two clusters. The 4-week intervention comprised 4 weekly education sessions plus thrice-weekly small-group activities; controls received routine workplace safety education without attention-matching. Outcomes were four TPB constructs, a single-item self-reported behavior item, and NIOSH-based musculoskeletal symptoms. Generalized estimating equations modeled continuous outcomes; dichotomous outcomes were examined using Pearson chi-square and exact tests as appropriate. The study was not prospectively registered. Significant group-by-time interactions were observed for PBC (χ2 = 12.92, p < 0.001) and behavioral intention (χ2 = 10.88, p = 0.001), but not for attitude or subjective norms. Follow-up between-group standardized mean differences were d = 0.58 (95% CI 0.10-1.06) for PBC and d = 0.40 (95% CI -0.08-0.87) for intention. Self-reported preventive behavior increased in the intervention group from 29.4% at baseline to 100.0% post-intervention and 82.4% at follow-up, compared with 31.4% and 25.7% in controls at the corresponding timepoints (both between-group p < 0.001; follow-up RR 3.20, 95% CI 1.79-5.74); the 100% post-intervention rate reflects single-item self-report limitations. Overall NIOSH symptom-carrier status did not differ between groups at any timepoint. The program was accompanied by short-term changes in PBC, behavioral intention, and self-reported preventive behavior. Given the two-cluster design, non-attention-matched control, single-item behavioral outcome, and absence of prospective registration, these findings should be interpreted as feasibility- and mechanism-oriented signals rather than evidence of efficacy.
Migrant agricultural workers (MAWs), predominantly individuals from countries in the Global South, play a vital role in maintaining Canadian food security. Employed in low-income positions across the country, they often face workplace hazards and numerous occupational health and safety (OHS) challenges related to long working hours, limited access to OHS information, gaps in knowledge, structural power imbalances with employers, and language and cultural barriers. This pilot study explored the knowledge, attitudes, and perceptions of OHS issues among MAWs in Southern and Eastern Ontario during the COVID-19 pandemic. Participants completed survey questions on working conditions, OHS hazards, and living conditions. A total of 93 questionnaires were completed, 55 by Spanish-speaking and 38 by English-speaking individuals, with 91% of respondents identifying as male. Several participants reported awareness of positive COVID-19 cases in their workplaces, and some indicated having experienced OHS-related illnesses or injuries but felt uncomfortable reporting them to supervisors. Knowledge of OHS rights varied, with a notable minority uncertain about their entitlement to sick leave. The findings indicate a need for further research and targeted interventions to strengthen health and safety practices among MAWs and to ensure they are informed, protected, and supported in exercising their workplace rights.
Sex workers face compounding social and health inequities driven by multiple stigmas-social processes of devaluation that reduce access to power, resources, and opportunities. In this Series paper, we review the evidence and report that structural, interpersonal, and internalised stigma profoundly shape sex workers' health by undermining access to health and human rights, with well documented impacts on sexual health, mental wellbeing, safety, and access to justice. Furthermore, stigma within communities and health, social, workplace, and legal systems often intersect to drive health inequities, social exclusion, and legal harms experienced by diverse sex workers globally. Despite these challenges, sex workers actively negotiate and resist the effects of stigma through peer support, advocacy, and community building, highlighting their agency and resilience. Decriminalisation, community mobilisation and empowerment, and rights-affirming health care are evidence-based strategies to reduce stigma and promote the health, safety, and rights that are urgently needed to optimise health and wellbeing for sex workers across the globe.
Sex workers remain overwhelmingly excluded from occupational health and safety (OHS) protections due to continued criminalisation and stigmatisation of sex work. In this Series paper, we examine evidence on sex workers' OHS using an adapted OHS framework. Our findings show how criminalisation undermines comprehensive OHS practices across legislative contexts, but despite criminalisation, sex workers adopt innovative, community-driven strategies to safeguard OHS and place a strong emphasis on community mobilisation and mutual aid. Decriminalisation markedly improves working conditions and facilitates the development of sex worker-led official OHS guidelines. In contrast, legalisation can perpetuate many of the OHS barriers associated with criminalisation. OHS presents novel opportunities to create safer workplaces and advance the health and human rights of sex workers. Implementing OHS practices designed and led by sex workers with local expertise in their specific work environments is a crucial next step in advancing the health, safety, and labour rights of sex workers globally.
The burden of hypertension (HTN), type 2 diabetes mellitus (DM), and obesity is increasing among employees, driven by workplace-related factors such as sedentary behavior and unhealthy lifestyles, while follow-up management after health checkups remains inadequate. Mobile health (mHealth) interventions have emerged as promising tools to support self-management and sustain lifestyle changes; however, evidence regarding their long-term associations in real-world occupational settings remains limited. This study aimed to investigate whether a short-term mobile-based chronic disease management program was associated with sustained improvements in metabolic health outcomes among employees with metabolic risks over a 4-year period. The authors evaluated a 12-week mobile-based chronic disease management program delivered as part of an employee assistance program targeting workers with metabolic risk factors. Using propensity score-matched cohorts from the Kangbuk Samsung Health Study (HTN: N=90; DM: N=78; obesity: N=132), we analyzed longitudinal health examination data from 2019 (baseline) and 2023 (follow-up). Primary outcomes included blood pressure (BP), BMI, fasting glucose, glycated hemoglobin, triglycerides, and lipid profiles. Adjusted longitudinal changes were assessed using linear mixed effects models. Among propensity score-matched cohorts, the intervention group showed more favorable changes compared to the controls. In the HTN cohort, systolic BP and diastolic BP showed no significant group × time interactions, although diastolic BP was lower in the intervention group at follow-up (P=.045). In the DM cohort, diastolic BP showed a significant group × time interaction (P=.02), with a decrease over time observed in the intervention group, while glycemic indicators did not differ significantly between groups. In the obesity cohort, triglycerides and high-density lipoprotein cholesterol showed significant group × time interactions (both P<.001), indicating more favorable longitudinal changes in the intervention group. Overall, the intervention groups demonstrated improved or stable cardiometabolic profiles compared to the control groups over the follow-up period. A short-term, personalized mHealth intervention was associated with favorable long-term changes over a 4-year follow-up period among employees with chronic disease risk. This real-world evidence supports integrating digital health programs into routine workplace prevention strategies to bridge the postcheckup care gap.
Workplace wellbeing has become a key focus of occupational and public health, with increasing attention to mental health, psychosocial risks, fatigue, and work-life balance. However, limited evidence compares employee and employer perspectives, distinguishes support availability from support use, or examines whether wellbeing is more closely associated with isolated interventions or the broader support environment. Cross-sectional survey data were collected from public-sector employees (N = 1307) and employers (N = 321) in Ontario, Canada. Analyses compared employee and employer ratings of workplace wellbeing dimensions and supports, examined support availability and use, and assessed associations between support use and perceived workplace impact on personal wellbeing using linear regression models. Employees consistently rated workplace wellbeing dimensions and supports as more important and more effective than employers. Several supports were widely available, but availability varied across sectors and did not consistently translate into use, particularly for mental health, psychological health and safety, and fatigue-related supports. Among employees using at least one support, the cumulative number of supports used was positively associated with wellbeing (B = 0.196, p < 0.01), whereas few individual supports demonstrated independent associations. Fatigue management programs showed a consistent positive association across model specifications. Findings suggest that workplace wellbeing is associated with the broader support environment, not only with individual programs. Employee-informed, integrated approaches that improve both access and uptake may strengthen workplace wellbeing; however, causal interpretation is limited by the cross-sectional design.
Background/Objectives: Formal level of education and length of professional experience are widely thought to shape both how often nurses report adverse events and how safe they perceive their workplace to be for patients. Large multicentre data from Central and Eastern European secondary-care systems are scarce. This study examined whether educational level and length of work experience are associated with (a) the self-reported frequency of adverse-event reporting and (b) the perceived level of patient safety in a national sample of nurses working in Croatian general and county hospitals. Methods: We conducted a cross-sectional, multicentre survey in 2023 across all 22 general and county hospitals in the Republic of Croatia. A 99-item paper questionnaire-81 items distributed across six previously validated scales (Cronbach's α 0.730-0.951)-was distributed proportionally to the eligible nursing workforce (N = 6661). Of the 1657 questionnaires distributed, 1518 were returned fully completed (response rate 91.6%). Two outcomes were examined in parallel: self-reported frequency of adverse-event reporting in the past 12 months and global perceived level of patient safety on the respondent's ward. Group comparisons used Pearson's chi-square and Kruskal-Wallis H tests; effect sizes were estimated using the phi coefficient and Cramér's V. A multivariable logistic regression was additionally fitted to test whether the associations held after mutual adjustment. The study followed the STROBE reporting guidelines. Results: Educational level was associated with the frequency of adverse-event reporting (χ2 = 32.54, df = 8, p < 0.001; Cramér's V = 0.10) and with safety perception (χ2 = 16.07, df = 8, p = 0.041; V = 0.07). Length of total work experience was associated with reporting (χ2 = 23.01, df = 12, p = 0.028; V = 0.07) and safety perception (χ2 = 34.84, df = 12, p < 0.001; V = 0.09). After mutual adjustment, bachelor's (adjusted OR 1.41, 95% CI 1.10-1.81; p = 0.006) and master's or doctoral education (adjusted OR 1.82, 95% CI 1.27-2.62; p = 0.001) remained associated with active reporting relative to secondary-level qualification. A notable finding was that 930 nurses (61.3%) had not filed any adverse-event report in the past 12 months. Conclusions: Educational level and length of work experience are associated with both the reporting of adverse events and the perception of patient safety among Croatian hospital nurses, but the two characteristics relate to the outcomes in different ways. Higher education is associated with more frequent reporting and a more favourable view of patient safety. Length of experience shows a mid-career peak in reporting but a less favourable perception of safety in late-career nurses. Continued investment in formal nursing education, together with mid- and late-career retention strategies, may strengthen both reporting behaviour and the lived safety culture in Central and Eastern European secondary-care systems. The findings inform nursing leadership, continued education planning, and national patient-safety policy in Central and Eastern European secondary-care systems.
Light is a daily environmental exposure that can influence circadian timing, sleep, alertness, mood, and cognition, yet public health guidance still focuses mainly on optical-radiation hazards rather than healthy patterns of visible light and darkness. This policy brief translates recent evidence and expert consensus on the non-visual effects of ocular light exposure into public health guidance. The evidence supports a practical 24-h pattern: brighter light during the morning and daytime, lower light in the evening, and darkness or near-darkness during sleep. This principle should be communicated as general guidance rather than a universal dose, because responses vary with timing, intensity, spectrum, duration, prior light exposure, age, work schedules, health status, and geography. Public health organizations can communicate plain-language guidance, integrate light into workplaces, schools, healthcare, elder care, housing, and public buildings, align daylight messages with sun-safety advice, and support research, measurement, and melanopic labeling. Clear, proportionate guidance on light and darkness can help people and institutions structure daily environments to support circadian alignment, sleep, alertness, mental health, and wellbeing.
Workplace ostracism is a negative workplace experience. It can affect nurses' psychological wellbeing and work-related behaviors. However, this issue has not been fully discussed in nursing, a profession characterized by intensive interpersonal interaction and complex social contexts. This scoping review aimed to examine studies on workplace ostracism in nursing. It summarized the current research status, variable roles, potential mechanisms, and major outcomes. This study followed the scoping review guidance of the Joanna Briggs Institute. PubMed, Embase, Web of Science, APA PsycInfo, The Cochrane Library, Scopus, CINAHL, and MEDLINE Ultimate were searched. The search covered the period from database inception to April 19, 2026. Two Reviewers independently screened the studies, reviewed the full texts, and extracted the data. A total of 21 studies from nine countries were included. Most studies were conducted in China, Egypt, and Pakistan, indicating a degree of geographical concentration in the current evidence base. The included studies were predominantly cross-sectional quantitative surveys, with only a small number using time-lagged designs, multilevel nested analyses, or qualitative interviews, suggesting limited methodological diversity. In the field of nursing, workplace exclusion is mainly studied as an independent variable, mediating variable, or outcome variable. The correlates of workplace ostracism among nurses involved individual and organizational factors. Potential mechanisms included psychological resource depletion, reduced organizational identification, and impaired communication. Associated outcomes covered multiple levels, including individual psychological health, professional behavior, and organizational functioning. Current evidence suggests that workplace ostracism is a complex and context-dependent phenomenon in nursing organizations. Given the predominance of cross-sectional designs, future research should strengthen theoretical integration and methodological development, including longitudinal studies, intervention studies, mixed-methods research, and cross-cultural comparisons, to further clarify its pathways and effective intervention strategies. Nursing managers should address leadership behaviors, team culture, communication safety, and organizational support to reduce workplace ostracism and its potential adverse consequences.
Professional Quality of Life (ProQoL) is essential for understanding the well-being of the health-care professionals working in high-stress environments, such as the intensive care units (ICUs). - This study aimed to assess the influence of age, gender, hospital affiliation, and professional role on the ProQoL dimensions (Compassion Satisfaction - CS, Burnout - BO, Secondary Traumatic Stress - STS) and to analyze the relationship between the perceptions of patient safety (measured via the Safety Attitudes Questionnaire - SAQ) and the professional quality of life. This cross-sectional observational study included 247 healthcare professionals (April-November 2024) from 20 different hospitals, working in ICUs (nurses, attending physicians, medical residents -, and other staff). Participants filled out the ProQoL and SAQ questionnaires out of which only 10 SAQ items were used. Statistical analyses were performed using ANOVA, t-tests, and Pearson correlation coefficients. Medical residents and participants in the 20-30 age group reported having the highest burnout scores (28.37 ± 0.37), and the lowest level of compassion satisfaction score (36.65±0.61), while attending physicians had elevated levels of secondary traumatic stress (25.69±0.57). Positive perceptions of the work environment (safety, conflict resolution, workplace satisfaction) were negatively correlated with the burnout (r = -0.5888, p < 0.0001). Finally, the perception of a pleasant job and workplace positively correlates with the CS score (r=0.53 p˂0.0001). Professional well-being varies significantly in terms of age, and position. These findings suggest that workplace strategies focusing on safety, teamwork, and workload balance may play a role in supporting the ICU staff well-being.
Both type II (consumer/client-on-worker) and type III (worker-on-worker) workplace violence and mistreatment exist within the sign language interpreting field, however type III (also known as horizontal violence or lateral aggression) is more commonly reported. Between 22 to 90% of sign language interpreters have witnessed and/or experienced forms of horizontal violence or behaviors associated with it and 0 to 8% have knowingly perpetrated horizontal violence against another interpreter. This perspective article aims to provide a cross-industry approach by sharing general practices and previous strategies used within the mental and general healthcare settings. We describe how these tools have been adapted to other industries and model how to apply them to the sign language interpreting field. Available regulatory guidance emphasizes employer responsibility for identifying workplace violence hazards and implementing evidence-informed prevention strategies. Safety and Violence Education (SAVE) was designed for front-line healthcare professionals who are exposed to multiple, well-documented risk factors for workplace violence. The original SAVE curriculum primarily emphasized the perceived predominance of consumer/client-on-worker violence in community mental health settings. Critical steps in adapting SAVE for sign language interpreters involved organizational/administrative exposure control strategies, like cultivating awareness of how organizational culture intersects with emotional and psychological safety and emphasized behavioral/interpersonal approaches by recognizing, preventing, and mitigating worker-on-worker aggression, bullying, and relational-based conflict. The adapted SAVE sought to "break the cycle" of horizontal violence and establish a sustainable culture of safety, respect, and professional resilience among sign language interpreters.
Missed nursing care compromises patient safety and care quality worldwide. Although inadequate staffing, high workloads, and poor work environments contribute, brief structured team interventions may reduce care omissions. Proactive huddles aim to enhance communication, coordination, and early risk identification, yet the mediating role of safety climate remains unclear. To evaluate the effectiveness of proactive huddles in reducing missed nursing care and examine the mediating role of safety climate. Randomized controlled design. Data were collected between July 2022 and May 2023 from ten hospital wards, pair-matched by type and size and randomly assigned to proactive huddles or usual practice. The sample comprised 180 nurses (85 intervention, 95 control). The MISSCARE Survey, Safety Organizing Scale, and NASA Task Load Index were administered pre- and post-intervention across three shifts. Linear mixed-effects models and moderated mediation analysis were conducted. Proactive huddles were associated with improved safety climate compared with usual practice (b = -0.217, p < .001) and with reduced missed nursing care (b = 0.123, p < .001). Higher safety climate was associated with lower missed nursing care (b = -0.184, p < .001). Moderated mediation indicated a greater mediated reduction in missed nursing care via safety climate in the intervention group (difference in average causal mediation effect = -0.038; 95% CI [-0.059, -0.018]; p < .0001). Proactive huddles may offer a feasible, time-efficient strategy for reducing missed nursing care. Safety climate may be one mechanism linking structured communication with improved care quality, alongside other team-level mechanisms.
Workplace violence in clinical learning environments is increasingly recognised as a threat to nursing education and workforce sustainability, yet it is often understood as a series of isolated incidents rather than as a condition shaped by broader cultural and organisational forces. This study explored how workplace violence was experienced by nursing students, clinical nurses and clinical instructors in Indonesian hospital placements. Drawing on descriptive phenomenological accounts, the analysis shows how hierarchical relations, patient authority, collectivist expectations and gendered professional identities normalised endurance, constrained speaking up and blurred the boundaries between learning, care and vulnerability. Participants described pervasive verbal abuse alongside bullying, dehumanisation, sexual harassment and episodic physical aggression, with cumulative emotional, psychological and professional consequences that eroded safety, dignity and engagement in learning and practice. Coping responses reflected tensions between professional expectations, personal safety and relational harmony, with ambivalent reporting due to limited organisational follow-through. These findings address an important gap in understanding how workplace violence may become culturally and organisationally sustained within clinical education, rather than merely occurring as isolated interpersonal events. By conceptualising workplace violence as a sustained cultural-organisational climate rather than a set of discrete events, this paper contributes to critical nursing inquiry and highlights the need to examine education and practice settings together when addressing safety, supervision and justice in clinical learning environments.
Workplace-related ocular injuries (WROI) are a major public health concern, particularly in developing countries where occupational safety measures are often insufficient. This study investigates the epidemiological and clinical characteristics of WROI among Southern Railways employees in India, aiming to improve preventive strategies and workplace safety. This retrospective study was conducted at a tertiary care hospital in South India over a one-year period (January to December 2024). Medical records of 159 railway employees who sustained WROI were reviewed. Data included demographic details, type and cause of injury, visual acuity, use of protective eyewear, time of presentation, and treatment modalities. The study population was predominantly male (95%), with the highest incidence in the age group of 21-40 years (99%). Mechanical injuries (primarily corneal foreign bodies) were more common than nonmechanical injuries (notably radiation-related photokeratitis from welding. Adnexal injuries were observed in 15.2% of cases. Occupations involving welding and grinding accounted for 59.75% of injuries, followed by construction work. Most injuries were unilateral (84.2%), and 81% of patients sought treatment within 24 h. Despite availability, only 16.9% of patients reported using protective eyewear at the time of injury; discomfort and poor visibility were cited as key reasons for noncompliance. At presentation, 89.9% had visual acuity of 6/60 or better. Medical management sufficed in over 95% of cases. Mechanical injuries are the most prevalent, often associated with inadequate use of protective equipment. Improved safety training, better-designed protective gear, and stricter enforcement of safety protocols could significantly reduce the incidence of WROI.