Background/Objectives: The extensive exposure of physicians to the COVID-19 pandemic has contributed to occupational stress and burnout in their daily lives. This study aimed to explore the lived experiences of intern physicians who experienced burnout during the COVID-19 pandemic and to identify potential solutions to enhance clinical practices in future pandemics. Methods: This study employed a qualitative, phenomenological study utilizing in-depth interviews. The participants were 19 first-year intern physicians from public hospitals in Thailand, selected through a purposeful sampling approach who had experienced burnout. Semi-structured interviews were conducted face-to-face and via online platforms. A thematic narrative analysis approach was used. Results: Phenomenological explorations included two parts: the first explored physicians’ workplace conditions while providing patient care, and the second focused on their proposed solutions for policy changes in clinical practices and hospital management. Four main themes in the first part were derived: (1) emotional suffering and burnout; (2) engaging with a high-intensity workplace; (3) hostile work environments; and (4) deterioration of relationships with staff and colleagues. The second part identified three main themes: (1) changes in policy of clinical practices; (2) effective hospital management; and (3) building interpersonal skills. Conclusions: The COVID-19 pandemic has exacerbated challenges faced by intern physicians, such as high-pressure working conditions, deteriorated relationships with colleagues, and ineffective management, all of which contribute to burnout. These challenges require targeted policy changes in clinical practices, effective hospital management, and building interpersonal skills. Recommendations include improved clinical practices, increased academic support, comprehensive orientation programs, effective communication, teamwork assistance, stress management, and transforming organizational culture to value physicians during internships.

OBJECTIVE To explore the proportion of non-severe ischemic stroke patients returning to work (RTW) and to examine the association of demographic, clinical, and evaluative information with RTW outcomes. METHODS This observational study included non-severe ischemic stroke patients at the stroke ward, Srinagarind Hospital, Khon Kaen, Thailand between September 2021 and November 2022. Patients included were over 18-year-old, had NIHSS scores not exceeding 14, were currently employed and wanted to RTW. Patients were assessed at the discharged time, 2-week-follow-up, and 3-month-follow-up. Bivariate analysis was conducted using either Chi-square or Fisher’s exact test. RESULTS Sixty-four patients were recruited of whom 4 dropped out, leaving a total of 60. The cumulative proportions of successful RTW patients at the discharged time, 2-week-follow-up, 1-month-follow-up, and 3-month-follow-up were 26.7%, 51.7%, 70%, and 76.7% (95%CI 16.8-38.8, 39.2-64.0, 57.7-80.5, 64.9-86.0), respectively. Most patients could RTW in the first month, then the number plateaued at 3 months. More successful RTW patients included those in cognitive demand occupations, evaluated as normal to minor neurological severity, motor power graded 4-5 at discharge, passed MoCA or MMSE test, and who were rated as independent by either the mRS or the BI. Bivariate analysis revealed statistically significant association between RTW proportion and occupation type, neurological severity, motor power, and ADL disability. CONCLUSIONS Most non-severe ischemic stroke patients could RTW within 3 months after discharge. Occupational type, neurological severi-ty, motor power, and ADL associated with the proportion of RTW (3-month-follow-up). RTW evaluation of non-severe stroke patients should be assessed at short intervals for 3 months after discharge. KEYWORDS return to work, ischemic stroke, occupation, cognition, activities of daily living

Despite ongoing TB control efforts, health workers (HWs) in Thailand remain at risk for latent tuberculosis infection (LTBI), yet the burden of LTBI in Thai HWs is insufficiently characterized. This study aimed to determine LTBI proportions across preplacement, post-exposure, and annual screening approaches, and to identify factors associated with LTBI among HWs. This retrospective analysis (2016-2022) utilized secondary data from an LTBI surveillance program at a large Thai tertiary hospital. HWs underwent LTBI screening with interferon-gamma release assays (IGRAs) through three surveillance approaches: preplacement, post-exposure, and annual screening in high-risk units (2021-2022). LTBI was defined as IGRA-positive in the absence of active TB. Demographic and exposure characteristics were recorded; associations were analyzed using chi-square and Mann-Whitney U tests. An exploratory restricted analysis using multivariable logistic regression was also performed to assess between-cohort patterns. Between 2016 and 2020, LTBI was detected in 198 of 1,823 HWs (10.9%; 95% CI: 9.5-12.4). Preplacement screening identified LTBI in 96 of 1,230 HWs (7.8%; 95% CI: 6.5-9.5), while post-exposure surveillance detected LTBI in 102 of 706 HWs (14.4%; 95% CI: 12.1-17.2). Annual surveillance (2021-2022) yielded 47 cases among 626 HWs (7.5%; 95% CI: 5.7-9.8). Among HWs diagnosed with LTBI in the preplacement and post-exposure cohorts, 40.9% of LTBI cases initiated TB preventive treatment. In post-exposure surveillance, older age and higher exposure-priority categories were associated with LTBI, although estimates for priority categories were imprecise because of sparse data. LTBI remains an important occupational health concern among HWs, with the highest detection proportion observed during post-exposure surveillance. These findings highlight the ongoing need for targeted, risk-based monitoring and efforts to enhance TB preventive treatment uptake in healthcare settings.

Background: Academic staff in teaching hospitals face complex workplace challenges that may contribute to job strain, affecting health and productivity. Despite crucial roles in healthcare and education, research specifically examining job strain among academic staff in teaching hospitals remains remarkably limited. Objectives: To examine job strain prevalence and its associations with sickness absenteeism and presenteeism among academic staff at a teaching hospital in Thailand. Methods: This analytical cross-sectional study included 189 academic staff who completed validated questionnaires assessing job demands, job control, social support, and financial well-being. Job strain was assessed using the Karasek job demand-control model and extended with the social support dimension model. Participants were classified as high-strain, active, passive, or low-strain based on median splits of job demand and job control, with social support assessed as an additional psychosocial dimension and included as a covariate in the multivariable models. Negative binomial regression was used to examine associations between job strain and productivity outcomes. Results: High job strain prevalence was 23.3%, with active strain most common (30.7%). Presenteeism was substantially more prevalent than sickness absenteeism (48.1% vs 24.3%). Active strain (adjusted relative risk [RR], 2.74; 95% CI, 1.45-5.17) and high strain (adjusted RR, 3.04; 95% CI, 1.55-5.95) were significantly associated with presenteeism when compared with low strain. Financial well-being showed the strongest association for both outcomes, with low financial well-being associated with increased sickness absenteeism (adjusted RR, 4.97; 95% CI, 1.60-15.50) and presenteeism (adjusted RR, 2.92; 95% CI, 1.40-6.12). Job strain was not significantly associated with sickness absenteeism Conclusions: Job strain was significantly associated with presenteeism but not with sickness absenteeism among academic staff in teaching hospitals. The high prevalence of presenteeism raises concerns about work quality and patient safety. Comprehensive interventions addressing job strain and financial well-being may improve staff well-being and productivity in academic healthcare settings.

OBJECTIVE This study aims to analyze factors related to a good quality of work life (QoWL) for employees in the poultry processing industry in northeastern Thailand. METHODS This study was a cross-sectional analytical study. The sample size was 229 poultry processing workers with good and 458 with not-good QoWL. The Work-related Quality of Life Scale-2 Online Website (THQWL) questionnaire was used. A test of the reliability of the questionnaire found a Cronbach’s alpha of 0.899. The principal analyses used the Chi-squared test, the Fisher exact test, and binary logistic regression. Confidence intervals were set at 95% (95% CI), and a p-value of less than 0.05 (p < 0.05) was considered statistically significant. RESULTS Factors significantly related to employees with a good QoWL were working in departments other than slaughtering departments (AOR = 15.58, 95% CI: 7.62, 31.83, p < 0.001), having less than a bachelor’s degree education level (AOR = 6.65, 95% CI: 3.05, 14.49, p < 0.001), being a unit leader or in an upper level position (AOR = 7.26, 95% CI: 3.30, 15.98, p < 0.001) and working 40 or more hours per week (AOR= 1.92, 95% CI: 1.17, 3.16, p = 0.010). CONCLUSIONS Not working in the slaughtering department showed the strongest association with good QoWL. Other factors significantly linked to good QoWL included an education level lower than a bachelor’s degree, holding positions as unit leaders or in upper management, and working 40 hours or more per week. The study’s findings can be applied to enhance and promote the QoWL of workers in the poultry processing and related industries as well as to help improve and reinforce the knowledge, skills, and other attributes important to the efficient performance of employees in the poultry processing industry. KEYWORDS quality of work life, poultry processing industry, work- related quality of life scale, slaughtering