This research on sleep disturbances emerged during the COVID-19 pandemic. Our study investigated the association between self-reported sleep disturbances among teleworkers and the preventive measures employers took to improve their working environment. Answers obtained via a web survey gathered from 1086 teleworkers (517 in the spring of 2021 and 569 in the spring of 2022) were analysed. The odds of self-reported sleep disturbances were significantly higher for all preventive measures in the group of respondents reporting a lack of a particular measure. The highest odds ratios were observed for the statement “My employer identified conditions where I am teleworking” (adjusted OR = 2.98, 95% CI 2.10–4.23) and “Online team-building events were organised” (adjusted OR = 2.85, 95% CI 1.88–4.35). The results of our study have revealed that workplace interventions that serve as a mediator for sleep disorders, even if they are not directly targeted at managing sleep disturbances or stress, can reduce the number of teleworkers reporting sleep disturbances. According to our knowledge, this is the first study reporting the effectiveness of employer interventions that help teleworkers manage their sleep disturbances.

Background: Even though the link between the psychosocial work environment and work-life balance (WLB) has been thoroughly researched, there is limited evidence evaluating the impact of workplace violence, sexual harassment, conflicts, and rivalry on WLB.Methods: A cross-sectional study was conducted among 2,471 respondents in Latvia from December 20, 2021, to July 14, 2022. WLB was measured through a survey question assessing the frequency of work-life imbalance, with responses categorized into dichotomous variables. The study evaluated the association between the selected workplace psychosocial hazards (conflicts, rivalry, psychological abuse, physical abuse, and sexual harassment), work characteristics, socio-demographic factors, and WLB by using binomial logistic regression.Results: Our study reveals a significant lack of WLB among Latvian employees. A striking one-third of the respondents (30.9%, n = 762) reported experiencing this imbalance. The odds of WLB decrease with age, with the youngest age group having twice the odds compared to the oldest age group. Lower education levels and lower income groups also show significantly lower odds of WLB. Notably, those who have experienced selected workplace psychosocial hazards, such as sexual harassment or psychological abuse, have five- and three-times higher odds of work-life imbalance (aOR = 4.90 with 95% CI 2.06–11.67 and aOR = 3.47 with 95% CI 2.75–4.35, respectively). All types of conflicts at work significantly increase the odds of a lack of WLB. Our findings also indicate that WLB varies depending on various work characteristics, such as job position, work sector, company size, length of service, and remote or on-site work.Conclusion: Our study highlights the importance of addressing WLB in the context of workplace conflicts, rivalry, violence, and harassment. It provides indirect evidence favoring leadership quality and manager training instead of employee training in diminishing psychosocial hazards. Practical implications include prioritizing leadership development programs focusing on conflict resolution and fostering a supportive organizational culture to improve employee WLB.

Low back pain (LBP) and neck pain (NP) are major public health concerns and leading causes of disability worldwide. While workplace psychosocial factors have been identified as risk factors, the role of workplace conflicts and rivalry remains underexplored. This study examines the association between hierarchical workplace conflicts, rivalry, and the prevalence of LBP and NP among Latvian employees working with computers. We conducted a cross-sectional study using data from the Work Conditions and Risks in Latvia 2019–2021 survey, which included 1,313 employees who worked with computers for more than two hours per day. Workplace psychosocial factors, including conflicts with managers, coworkers, worker groups, and clients, as well as workplace rivalry, were assessed. Binomial logistic regression was used to calculate adjusted odds ratios (aOR) with 95% confidence intervals (CI), adjusting for age, gender, and education. Workplace conflicts were significantly associated with increased odds of LBP and NP. Conflicts with managers increased the odds of LBP (aOR = 1.50, 95% CI 1.12–2.00) and NP (aOR = 1.57, 95% CI 1.06–2.32). Employees experiencing conflicts with coworkers (aOR = 1.67, 95% CI 1.25–2.22), clients (aOR = 1.44, 95% CI 1.07–1.93), and rivalry (aOR = 1.36, 95% CI 1.01–1.84) also had significantly higher odds of LBP. Our findings highlight workplace conflicts and rivalry as important psychosocial risk factors for LBP and NP. Addressing these factors through workplace interventions and leadership strategies could contribute to musculoskeletal health promotion.

Background: Low back pain (LBP) and neck pain (NP) are major public health concerns and leading causes of disability worldwide. While workplace psychosocial factors have been identified as risk factors, the role of workplace conflicts and rivalry remains underexplored. This study examines the association between hierarchical workplace conflicts, rivalry, and the prevalence of LBP and NP among Latvian employees working with computers. Methods: We conducted a cross-sectional study using data from the Work Conditions and Risks in Latvia 2019-2021 survey, which included 1,313 employees who worked with computers for more than two hours per day. Workplace psychosocial factors, including conflicts with managers, coworkers, worker groups, and clients, as well as workplace rivalry, were assessed. Binomial logistic regression was used to calculate adjusted odds ratios (aOR) with 95% confidence intervals (CI), adjusting for age, gender, and education. Results: Workplace conflicts were significantly associated with increased odds of LBP and NP. Conflicts with managers increased the odds of LBP (aOR = 1.50, 95% CI 1.12–2.00) and NP (aOR = 1.57, 95% CI 1.06–2.32). Employees experiencing conflicts with coworkers (aOR = 1.67, 95% CI 1.25–2.22), clients (aOR = 1.44, 95% CI 1.07–1.93), and rivalry (aOR = 1.36, 95% CI 1.01–1.84) also had significantly higher odds of LBP. Conclusions: Our findings highlight workplace conflicts and rivalry as important psychosocial risk factors for LBP and NP. Addressing these factors through workplace interventions and leadership strategies could contribute to musculoskeletal health promotion.