The efficacy of interventions using distance approaches in the cancer setting is still not well-established. Further research should be conducted through well-designed studies with more interactive features that minimize the lack of face-to-face interaction. Implications for rehabilitation Rehabilitation professionals working in the field of oncology should invest in the development of psycho-educational interventions responding the patients' educational needs and promoting their stress control skills. Programs using telecommunications technologies may reduce disparities in service delivery within this setting, minimizing geographic and socio-economic barriers to engagement in the interventions. With the current technological development, it is possible to perform more interactive interventions that stimulate therapist-patient interactions. However, available protocols in this field still employ basic resources (e.g., websites, e-mail, and videos). Young adult cancer patients are exposed to additional requirements related to fertility and parenthood. New intervention approaches should consider their informational needs.

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Psychological aggression perpetrated by customers, coworkers, and supervisors is a behavior frequently experienced in the workplace with negative consequences for an individual’s health. The aim of this systematic review was to examine the personal outcomes of overt workplace psychological aggression and summarize empirical evidence on how to prevent and reduce its effects. A search on PubMed, Scopus, ProQuest, and Web of Science electronic databases was made. Data were obtained from 30 studies (26 cross-sectional, 3 longitudinal, 1 quasi-experimental) representing 20,683 employees. Longitudinal studies indicated that workplace psychological aggression is significantly associated with musculoskeletal injury and psychological strains (anxiety, depression, anger) over time. Research also suggests that psychological aggression at work predicts fear, emotional exhaustion, depersonalization, personal accomplishment, and physical symptoms, for example. Additionally, the information collected suggested that support from coworkers, supervisors, and management; informational support; political skills; job resources; and confidence to prevent and respond to aggression moderate significantly the impact of workplace psychological aggression on personal and organizational outcomes. Perceptions of a violence-prevention climate, aggression-preventive supervisor behavior, and aggression-preventive employee effort are also significantly associated with a reduction in psychological aggression at work and strains. In conclusion, this review allows us to understand the effects of the psychological aggression by identifying the preventive strategies that could be adopted by managers, supervisors, or leaders to deal with it and promote individual’s health in the workplace.

Fear is the most significant consequence of direct or vicarious experience of violence and aggression in the workplace. Both entities significantly affect workers' physical and psychological well-being. How does workplace violence/aggression effect workers' well-being? was one of our research question. Our purpose was to identify behaviors of psychological aggression perpetrated by the public which occur more often and to analyze the implications of workplace violence/aggression on individual psychological and physical well-being. Crosssectional and correlational study, developed on a sample of 131 inspectors (68% women) with an average age of 41.89 years. Collection of data: Physical and Vicarious Violence at Work; Fear of Future Violent Events at Work; Workplace Aggression Questionnaire; General Health Questionnaire. The prevalence of aggression in the workplace was significant (40% physical; 90% psychological; 76% vicarious and 50% fear). The results showed that the effects of aggression in the workplace on well-being are indirect effects and mediated by fear. Those who experience both physical and vicarious violence feel more fear and fear affects their physical and psychological well-being. The results convey information which supports conceptualization and assessment models of workplace aggression as a nosologic entity originating in negative physical and psychological experiences lived by individuals in their workplace. Knowledge and a better understanding of the types and dimensions of the phenomenon violence and aggression in the workplace is a powerful support instrument for defining more effective prevention strategies.

Fear is a powerful emotion that can influence future behavior. This study investigated how fear influences the relationship between vicarious violence at work and employees' work ability. This is a quantitative cross-sectional study. Self-report data were collected from 154 Portuguese nurses who completed an online survey. Statistical significance of the indirect effect was based on bias-corrected bootstrap confidence intervals. The results support the mediation model. Those who observe/hear of others being beaten or threatened experience strong affective reactions, such as fear, which in turn has a negative impact on the assessment of their work ability. We suggest that occupational safety and health programs designed to prevent violence at work take into account those who experience violence at work vicariously and include strategies and interventions focused on affective reactions to minimize the negative effects of vicarious violence at work, with benefits in employees' improved ability to work.