e.g. mhealth
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Skip search results from other journals and go to results- 20 JMIR Research Protocols
- 17 Journal of Medical Internet Research
- 12 JMIR mHealth and uHealth
- 8 JMIR Formative Research
- 6 JMIR Mental Health
- 5 JMIR Public Health and Surveillance
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Feasibility was assessed using technical details of the simulation (location of the simulation, ie, directy at the workplace vs quieter location, interruptions of the simulation and reasons for interruptions, and timing of the intervention), as well as with free text comments of the users and feedback collected from the study team (SH and SS).
JMIR XR Spatial Comput 2025;2:e72605
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According to the University of Iowa Injury Prevention Research Center, workplace violence (WPV) is divided into 4 main categories: Type I, Type II, Type III, and Type IV [1]. Type II (client-on-worker) WPV is the most common in health care settings [2], involving violence committed by patients, their family members, or visitors.
Compared to other health care professionals, nurses in particular are at a higher risk of being abused in the workplace since they spend more time with patients [3].
Asian Pac Isl Nurs J 2025;9:e67029
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This study aimed to evaluate the effectiveness and implementation outcomes of the revised ASHARE app [26] compared with an existing multicomponent workplace program as an active control.
JMIR Mhealth Uhealth 2025;13:e70473
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Employee Preference and Use of Employee Mental Health Programs: Mixed Methods Study
The workplace itself offers a promising environment for promoting good mental health by preventing mental health issues in early stages or mitigating the effects of existing mental disorders [10-12]. Many programs exist that are explicitly designed or used to support employees [13-16]. As no uniform umbrella term is commonly used for such programs, we refer to these programs as employee mental health programs (EMHPs).
JMIR Hum Factors 2025;12:e65750
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Juvenile probation officers and other professionals who work with youth in the legal system often experience high levels of chronic workplace stress [1,2]. These stressors can include managing large caseloads, supporting youth through traumatic events, and navigating tense home and court visits [1,3]. Many professionals say these stressors can wear on their mental health, contributing over time to elevations in anxiety, depression, and workplace burnout [2,4,5].
JMIR Res Protoc 2025;14:e71867
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In addition, employers (ERs) are increasingly adopting caregiver-friendly workplace policies (CFWPs) to mitigate some of the caregivers’ burden [7]. For instance, about 80% of ERs in the United States provide some CFWP [12]. CFWP typically includes flexible working arrangements, support services, and paid or unpaid leave [13] to help CEs manage their multiple roles and improve their work-life balance [7].
Interact J Med Res 2025;14:e58528
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Workplace food environments, including hospitals, have been recognized as an important factor for employees’ health promotion and well-being due to their potential for broad and sustainable population reach [6], as well as the fact that the majority of the adult population works [7-9]. When this study began, the New Zealand health system was structured into 20 district health boards (DHBs) responsible for delivering national health care services through hospitals and clinical centers.
JMIR Form Res 2025;9:e60447
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We apply the well-established and empirically validated work system assessment tool COMPASS (Complementary Analysis of Sociotechnical Systems [29-31]), to analyze structured data from workplace observation and interviews and to assess five job characteristics essential for enhancing intrinsic motivation, learning, and resilience among health care workers [32-34].
J Med Internet Res 2025;27:e50852
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Extensive research has examined workplace interventions to reduce sedentary behavior and promote physical activity globally [1,2]. Numerous interventions have yielded noteworthy results, showcasing their effectiveness, whereas some have encountered challenges in achieving desired outcomes [2-5].
JMIR Form Res 2025;9:e57604
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Workplace concussions impose a significant burden on the health care system, insurance providers, employers, and injured workers [1]. Conducting effective assessments after a workplace concussion is important for guiding intervention and facilitating recovery [2]. In this context, it is crucial to use measures that accurately capture deficits experienced by workers who are reporting persisting symptoms post concussion [3-5].
JMIR Neurotech 2024;3:e57661
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