Search results

During a fall, a significant part of the major forces is absorbed by the dorsolumbar column area. When the applied stresses exceed the yield strength of the bone tissue, fractures can occur in the vertebrae. Vertebral fractures constitute one of the leading causes of trauma-related hospitalizations, accounting for 15% of all admissions. Posterior pedicle screw fixation has become a common method for treating burst fractures. However, physicians remain divided on the number of fixed segments that are needed to improve clinical outcomes. The present work aims to understand the biomechanical impact of different fixation methods, improving surgical treatments.

A finite element model of the dorsolumbar spine (T11–L3) section, including cartilages, discs and ligaments, was created. The dorsolumbar stability was tested by comparing two different surgical orthopedic treatments for a fractured first lumbar vertebra on the L1 vertebra: the posterior short segment fixation with intermediate screws (PSS) and the posterior long segment fixation (PL). Distinct loads were applied to represent daily activities.

Results show that both procedures provide acceptable segment fixation, with the PL offering less freedom of movement, making it more stable than the PSS. The PL approach can be the best choice for an unstable fracture as it leads to a stiffer spine segment.

This study introduces a novel computational model designed for the biomechanical analysis of dorsolumbar injuries, aiming to identify the optimal treatment approaches within both clinical and surgical contexts.

This study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention.

The sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model.

The results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions.

Organisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation.

There is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout’s potential mediating role.

Despite extensive psychometric research on psychosocial assessment tools, comparatively little explores the practical application and evaluation of these tools for prioritising workplace psychosocial risks. This paper addresses this gap by illustrating the use of one popular, freely available measure in an applied risk assessment context, alongside qualitative data, highlighting questions and challenges for organisations.

1,425 employees from a UK public-sector organisation completed the Management Standards Indicator Tool (MSIT), General Health Questionnaire, and open-text questions about stress-related and positive aspects of work. Three approaches to analysing MSIT data were adopted: descriptive statistics, multiple regression and risk calculation, complemented by analysis of open-text qualitative data.

Demands and change were ranked prominently by each method; however, there were major inconsistencies, for example, relationships ranked first using one method but sixth by another. Qualitative comments broadly reflected quantitative analyses, with demands mentioned most frequently, but highlighted issues and nuances not covered by the MSIT.

Only a selection of potential approaches to analysis is considered here, future research to support employers with analysis and evaluation of quantitative risk assessment data would be valuable.

Risk-assessors’ choice of analysis could have major implications for where employers direct resources, supporting existing guidance to avoid sole reliance on quantitative surveys for risk assessment.

This paper builds on the necessary–but not sufficient–psychometric foundations of risk assessment tools, integrating qualitative data and illustrating questions and challenges in applying them for their stated purpose.