Although cross-sectional studies have associated workplace violence (WPV) with posttraumatic stress disorder (PTSD), prospective studies are needed to ascertain the exposure leading to the development of PTSD. Using a 1-year prospective survey design, with monthly measures of violence, and 1,763 participants, we investigated whether frequency and/or severity of WPV could be considered etiological factors for PTSD. Binary logistic regression models were used, with subclinical and clinical PTSD as outcomes. The models were adjusted for demographic, lifestyle, and trauma-related factors, as well as strain in the work environment. Compared with the nonexposed group, frequency of WPV increased the risk of PTSD in an exposure-response pattern: low frequencyOR = 4.0, 95% confidence intervals [CI] [1.0, 16.3], medium frequency OR = 5.9, 95% CI [1.4, 24.3], and high frequency OR = 6.5, 95% CI [1.6, 25.6]. We also found that when threat was the most severe incident of WPV, the risk of PTSD increased, OR = 5.4, 95% CI [1.2, 24.2]. In addition, severe incidents of WPV increased the risk of PTSD, OR = 6.5, 95% CI [1.6, 26.0]. This prospective study consolidates existing cross-sectional studies, which have indicated that frequency of WPV is an etiological factor for PTSD. The study underlines the need for integrating an understanding of the pattern and characteristics of WPV in future research. Specifically, we propose the use of frequency of WPV as an additional factor in targeting employees at risk of developing PTSD. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Several rating scales assessing stress-related symptoms of exhaustion have emerged in recent years. However, more knowledge is needed about the performance of these rating scales in patients with stress-related disorders as well as in other patient groups. With the recently developed Karolinska Exhaustion Disorder Scale (KEDS), we compared symptoms of exhaustion in different patient groups that were sorted according to diagnosis. Patients were sampled consecutively from departments of occupational medicine (DOM) at three Danish hospitals. The total study group comprised 698 care-seeking patients (487 women). Patients with stress-related diagnoses (n = 217; the International Classification of Diseases [ICD]-10 code F43: reaction to severe stress and adjustment disorder) were compared to a diverse group of patients with a range of somatic diagnoses (n = 338) and to patients with other psychiatric diagnoses (n = 143), including subgroups with major depression disorder (n = 34; F32 and F33) and problems related to employment and unemployment (n = 99; Z56). The data were analysed using linear mixed models with the SPSS statistical program. The mean KEDS sum score in patients with stress-related diagnoses (29.3; SD = 8.0) was significantly higher than in patients with other psychiatric diagnoses (25.9; SD = 9.5) and in patients with somatic diagnoses (17.6; SD = 10.8). The subgroup with a major depression disorder had high mean KEDS sum scores (31.4, SD = 8.1), similar to patients with stress-related diagnoses, while the mean KEDS sum score in patients with problems related to employment and unemployment (Z56) was 23.5 (SD = 9.0). Young and old patients scored similarly on KEDS, but in patients with somatic diagnoses, female patients scored significantly higher than male patients. The symptoms of exhaustion measured with KEDS were higher in patients with stress-related diagnoses and major depression disorder than in patients with somatic diagnoses. The intermediate level of the symptoms of exhaustion that were associated with problems related to employment and unemployment, (Z56) compared to the lower level of the symptoms with somatic diagnoses, suggests that KEDS might be useful in detecting mild, prodromal states of exhaustion. This needs further investigation.

Previous research has found that emotional demands in the workplace can be taxing and contribute to an increased risk of mental health challenges, including burnout and depression. This study examines how supervisory support can assist employees in managing these demands. Against this background, we investigated the ways in which supervisors facilitate employees’ ability to manage emotional demands while fostering trust in the workplace. Drawing on interviews with supervisors and 32 workgroups from 14 different workplaces, we identified both formal and informal practices that support employees. Supervisor-supported practices include the opportunity for supervision; discussions of emotionally demanding patients, citizens, or students; prompt feedback; “venting”; rotating tasks; and discussing strategies for managing high emotional demands. The findings suggest that supervisors and employees largely align their descriptions of the practice, indicating a shared understanding of supportive practices in the workplace. However, some supervisors were unsure whether to take a proactive or reactive approach to supporting their employees. Additionally, some structural constraints were identified, particularly in the form of budget cuts. Supervisors emphasise the significance of trust-building through accessibility, framing mistakes as learning opportunities, and demonstrating employee confidence. This dual approach, which combines practical support with trust-building, underscores the critical role of supervisors in promoting well-being and engagement in emotionally demanding work environments. While there is a risk that supervisors may exaggerate their efforts toward researchers, employee feedback corroborates their claims. Based on these findings, we recommend that organisations operating in emotionally demanding environments allocate sufficient resources to supervisors, enabling them to implement these practices effectively and foster both emotional support and trust in the workplace.

Background: Effectively managing emotional demands in the workplace is crucial in professions such as healthcare, education, and social work. Recent studies indicate that the psychosocial safety climate within an organization can significantly mitigate the negative effects associated with high emotional demands. Method: This study examines whether psychosocial safety climate is associated with six practical strategies for managing emotional demands that have previously been found to be associated with less burnout. It utilizes longitudinal data from 1457 participants across 129 different workplaces in various emotionally demanding professions. The associations were analyzed using linear regression and Poisson regression techniques. All analyses incorporated cluster-robust standard errors to account for potential dependencies arising from respondents sharing the same workplace. Results: The results indicate that higher levels of psychosocial safety climate are significantly associated with the availability of practical strategies. Furthermore, the incidence rate of receiving multiple types of support increases significantly for each point increase in psychosocial safety. Additionally, these relationships remain consistent even under high work demands. Conclusions: The results underscore the importance of fostering a psychosocial safety climate and increasing the availability of practical strategies to manage emotional demands in the workplace. This approach may safeguard employee well-being in high-demand professions.