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PubMed2000

Workplace violence and psychiatric practice.

The authors provide an overview of what is known about workplace violence and discuss how to deal with issues of workplace violence that arise in clinical practice. They review myths and facts about workplace violence, including research on prevention. Legal issues relating to the psychiatrist as employer and the Americans with Disability Act are presented. General principles of violence assessment are reviewed and the authors then discuss the psychiatrist as consultant to the workplace and as clinician treating a victim or perpetrator of workplace violence. Three cases illustrate the general principles provided.

Adult↗

PubMed1999

[Prevention of detrimental effect of traumatic effect in the workplace].

The workplace may be the source of chronic and traumatic stresses. The latter may lead to the occurrence of disorders which have been listed in the Diagnostic and Statistic Manual (DSM) since 1990. In order to avoid this kind of disorders occupational health service workers should promote preventive activities in the workplace. Depending on the prevalence of traumatic episodes in a given workplace the activities should be carried out according to two models. The first model known as 'debriefing' is adjusted to preventing effects of traumatic stress in special services like the police, fire brigades or emergency services. In workplaces where the risk of traumatic episodes is not so high, the prevention should follow the model of crisis prevention developed by M. Braverman. Both models for preventing stress disorders in the workplace are discussed in this paper.

Humans↗

PubMed2000

Sex differences in workplace smoking policies: results from the current population survey.

OBJECTIVE: To determine the prevalence of smoking policies in indoor work environments in the United States, with a special focus on sex differences in the provision of these policies. METHOD: Information on the prevalence and restrictiveness of workplace smoking policies was obtained from 86,490 currently employed indoor workers (50,865 women and 35,625 men) 15 years of age and older who responded to the National Cancer Institute's Tobacco Use Supplement to the Current Population Survey, a cross-sectional survey of households in all 50 states and the District of Columbia conducted between 1995 and 1996. RESULTS: Eighty-six percent of respondents reported that their workplaces had official smoking policies, and 63% reported that their workplaces were smoke free. Women reported significantly higher rates of both official smoking policies and smoke-free workplaces than men, regardless of racial/ethnic or age group. CONCLUSION: The overall rates of worksite smoking restrictions, including the establishment of smoke-free workplaces, were higher than those reported in earlier surveys. Disparities in coverage will need to be reduced if all workers, regardless of sex, race, age, or industry of employment, are to be protected from the demonstrated hazards of environmental tobacco smoke.

Adolescent↗

PubMed2001

Behind closed doors: in-home workers' experience of sexual harassment and workplace violence.

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested.

Adult↗

PubMedDate not supplied

[Environmental tobacco smoke (ETS) at the workplace: considerations about a survey carried out in a pharmaceutical industry].

A survey was carried out in a pharmaceutical industry, in order to know the exposure to environmental tobacco smoke (ETS) in the workplace, and attitudes of workers toward workplace smoking restrictions and bans. In the three plants of the industry (Bergamo, Milan, Reggello-Florence) workers were exposed to ETS in every workplace areas, except for the production area, even if there were no-smoking warning notices in the plants. Non-smokers were more favorable than smokers about the introduction of workplace restrictions on smoking. In order to decrease exposure to ETS, it would be desirable to develop workplace smoking restrictions or bans, effective and low-cost interventions.

Adult↗

PubMed2002

Perspectives on workplace disability management: a review of the literature.

Work-related musculoskeletal injuries represent a major source of work disability. While many employers recognize the importance of workplace disability management approaches and are assuming greater responsibility for preventing and minimizing work-related disability, questions about the effectiveness of these interventions exist. The purposes of this article are to: 1) describe the essential components of workplace disability management programs related to musculoskeletal injuries; 2) review the literature on disability management practices based on research evidence by focussing on workplace-based interventions and the role of the workplace; and 3) provide recommendations for disability management in the prevention and reduction of disability, and the rehabilitation of injured workers with musculoskeletal work injuries. The literature suggests that employer participation, a supportive work climate and cooperation between labour and management are crucial factors in facilitating return to work. Given the complexity of the disability management process and the numbers of individuals involved, it is essential that all workplace parties work together to achieve the goal of safe and early return to work.

Accidents, Occupational↗

PubMed2003

[Finding the reasons for "workplace phobia". Sick leave can cause damage].

Anxiety engendered by the workplace leads to an inability to work and earn one's living. The term workplace phobia is applied when anxiety leads to avoidance of the workplace. As in the case of school phobia, a range of differential diagnoses may be involved, requiring careful clarification. Such may include post-traumatic stress disease, posttraumatic embitterment, social phobia, personality disorders, depression and organic brain disease. The treatment of workplace-related phobia differs from that of other phobias because of the peculiarities of the workplace. Simply giving the patient sick leave may do more harm than good, and as such needs to be carefully weighed up.

Anxiety Disorders↗

PubMed2003

Healthy workplace indicators in Thailand: phase 2 (a pilot study).

This study was a result of the second phase of a two-phase research project. In the previous phase, the draft of healthy workplace indicators was developed by means of literature review and soliciting of expert opinion. There were 46 indicators divided into 6 different groups. This phase of the project was a quantitative cross-sectional descriptive study which aimed at exploring the opinion of employers and occupational health officers (OHOs) of the enterprises towards the pilot set of healthy workplace indicators. The field data collection was conducted by means of a postal survey. Questionnaires were sent to 180 workplaces in Samutprakarn province. The response rates of employers and OHOs were 66.7 per cent (n = 120) and 68.3 per cent (n = 123), respectively. It was found that the majority of the enterprises had a workplace health promotion policy (59.3%), had health promotion activities (60.2%), did not have designated personnel responsible for health promotion (69.1%), had a health promotion budget (53.7%), were large scale enterprises (61.0%), and did not have a mother enterprise in foreign country (81.3%). In general, the mean scores of the opinions of employers and OHOs toward indicators in the appropriateness aspect were high. For the achievability aspect, there were 9 indicators which less than half of the employers thought they could achieve, and 10 indicators that less than half of the OHOs thought they could achieve. The opinion of employers and OHOs differed significantly in 4 indicators in the appropriateness aspect and 1 indicator in the achievability aspect. In conclusion, both the employers and OHOs considered most of these indicators appropriate for the enterprises and most indicators were achievable and useful as a guideline and evaluation tool for workplace health promotion.

Adult↗

PubMed2003

[Prevalence of workplace violence in staff of two hospitals in Guangzhou].

OBJECTIVE: To understand prevalence of workplace violence in hospital and to analyse its relevant causes to lay a basis for maintaining normal working order in hospital. METHODS: A study was conducted to look into workplace violence situation in health care workers in two large hospitals of Guangzhou, Guangdong Province during October 2001 to October 2002. Workplace violence was defined as any events occurred in hospital staff, who suffered psychological or/and physical violence during the past 12 months. RESULTS: Totally, 678 of 1 043 hospital staff (65%) investigated had such experience during the past year, mainly psychological violence. Medical doctors were more vulnerable than nurses, with prevalence of 70.3% and 67.7% for medical doctors and nurses, respectively. Prevalence was the highest in those aged 30 - 39 years with 11 - 20 years of employment. Man staff were more vulnerable to physical violence than women, with prevalence of 11.7% and 5.3%, respectively. No significant difference in psychological or sexual violence between man and woman staff was found. Frequently, nurses and nurse aides were victims of sexual violence. Usually, troublemakers were patients relatives or patients themselves, accounting for 64.2% and 50.0% of the total events, respectively. Main causes for workplace violence in hospital included unreasonable requirement from patients or their relatives which was not met, or not-so-quick recovery as they desired. CONCLUSIONS: Workplace violence occurred in hospital staff was prevalent in Guangzhou, which should be attached more importance. Comprehensive intervention measures should be adopted focusing on law reinforcement and education, to maintain normal working order in hospital.

Female↗

PubMed2004

Workplace tobacco policies and smoking cessation practices of physicians.

OBJECTIVE: To further our understanding of the workplace smoking policies and smoking cessation practices of physicians in Nigeria. DESIGN: Cross-sectional survey distributed to 619 physicians practicing in two teaching hospitals in southwestern Nigeria. PARTICIPANTS: Three-hundred-seventy-three physicians who returned completed surveys. MAIN OUTCOME MEASURES: Physician's self-reported workplace smoking policies, attitudes toward smoking cessation, and use of recommended smoking cessation guidelines/policies. RESULTS: Physicians rated quitting as "extremely important." The majority assessed their patients smoking status over the past three months (81%) and thought counseling smokers would help them quit (95%). However, < 1% prescribed pharmacotherapy for smoking cessation in the last three months. Significant differences were found in the workplace smoking policies of the two teaching hospitals (p < 0.001). Differences were also found in the attitudes and smoking cessation practices of physicians in Hospital A and Hospital B. CONCLUSIONS: Physicians are aware of smoking and the importance of quitting but few have guidelines/policies to assist their patients with quitting. Workplace smoking policies appear to impact the smoking cessation attitudes and practices of physicians in Nigeria. Encouraging the adoption of workplace smoking restrictions, as well as training physicians to use recommended smoking cessation interventions, is critical to addressing the tobacco epidemic in Nigeria.

Adult↗

PubMed2005

Health promotion in the workplace--the merging of the paradigms.

PURPOSE: To synthesize the lessons from both occupational health and health promotion, to improve workplace health. APPROACH: This article briefly outlines the evolution in defining and understanding health promotion as well as current thinking in occupational health and safety. It also discusses an approach taken in the healthcare sector in British Columbia, Canada, where evidence-based practices and collaboration became the cornerstones to bringing about change and achieve impressive cost-beneficial results in healthcare workforce health. CONCLUSION: Traditionally, workplace health promotion and occupational health and safety have been two solitudes. Workplace health promotion is rooted in "wellness" and healthy lifestyle choices, while occupational health is heavily dictated by workplace health and safety requirements and legislation. Recently however, there has been increasing recognition of the need for a more holistic approach that focusses on workplace culture, addressing both primary and secondary prevention [1], as well as interventions aimed both at the individual as well as the organisation [2].

Canada↗

PubMed2005

Workplace disaster preparedness and response: the employee assistance program continuum of services.

Response programs for workplace critical and traumatic events are becoming an acknowledged and sought after standard of care. The current trauma literature recognizes what goes on in the workplace between the Employee Assistance Program (EAP) and management. The authors have taken this intra-organizational relationship, assimilated the information, and developed a model that recognizes and supports management throughout the continuum of response to workplace traumatic events. The model recognizes the EAP as an important workplace resource and tool in management's ability to strike the balance of managing the workforce while assisting in recovery following workplace trauma. The introduced concept defines the continuum and highlights the before, during, and after phases, showing how EAP supports management in most effectively doing their job.

Crisis Intervention↗

PubMed2006

Effect of a workplace design and training intervention on individual performance, group effectiveness and collaboration: the role of environmental control.

The effects of a workplace design and training intervention and the relationships between perceived satisfaction of office workplace design factors (layout and storage) and work performance measures (individual performance, group collaboration and effectiveness) were studied with 120 office workers using the Workplace Environment Questionnaire. Further, we examined whether environmental control had a direct effect on work performance, and then explored whether environmental control mediated or moderated the relationship between workplace design factors and work performance. Results showed a significant, positive impact of the intervention on environmental satisfaction for workstation layout. Satisfaction with workstation layout had a significant relationship with individual performance, group collaboration and effectiveness; and satisfaction with workstation storage had a significant relationship with individual performance and group collaboration. Environmental control had a direct impact on individual performance and group collaboration; whereas, the mediating and moderating effects of environmental control on the relationship between workplace design factors and outcome variables were not significant.

Cooperative Behavior↗

PubMedDate not supplied

Developing workplace advocacy behaviors.

In this article, the authors describe the concept of workplace advocacy, workplace hazards experienced by hospital nurses, methods for teaching workplace advocacy behavior, and strategies for controlling specific workplace hazards. Workplace advocacy is a universally applicable concept for maintaining professional nursing practice. Staff development educators are key in helping staff nurses achieve autonomous nursing practice.

Education, Nursing, Continuing↗

PubMed1995

Workplace violence.

Research related to workplace violence is in its infancy. The epidemiologic data, which are just beginning to appear in the literature, show that workplace violence is a growing concern for employers and employees. Experts provide suggestions on ways to prevent workplace violence, but the literature lacks studies that examine the use or results of such activities. Included in these suggestions is the need to implement violence prevention policies and procedures, security controls, screening, employee assistance programs, and workplace education/training for employees and managers. Occupational health nurses are in a unique position to provide violence prevention programs in the workplace.

Adult↗

PubMed1996

Employee sabotage in the workplace: a biopsychosocial model.

Recently, there has been an increased interest in workplace violence. However, the psychiatric literature has paid little, if any attention to the specific subject area of workplace property harm or sabotage by employees. The specific psychology and/or psychopathology of the individual worker may be relevant in the evaluation of sabotage behavior. However, psychosocial factors associated with behavior within organizations and originating in part from the job itself are not likely to be considered in the initial assessment. We therefore introduce concepts from the organizational behavior literature that may facilitate and complement psychiatric evaluation of sabotage in the workplace. These concepts will fill the gap in a biopsychosocial assessment of sabotage in the workplace and provide a nexus for future interdisciplinary studies of workplace property violence.

Forensic Psychiatry↗

PubMed1996

[An analysis of the organizational climate found in the nursing workplace through interviews with recently-hired new graduate nurses].

PURPOSE: Nurses often talk about the need for autonomy and independence in their work. However, little is written about the organizational climate of their workplace. What is the workplace like? Does it support nursing autonomy and independence? The purpose of this study is to analyze the organizational climate of the nurses' workplace through interviews with recently-hired, new graduate nurses who have been with the organization for three to six months. METHODS: Interviewed were conducted with 34 recently-hired, new graduate nurses, three to six months from the date they joined the organization. At the beginning of the interview with each of them, I requested that they speak openly in describing their workplace. Each interview was tape-recorded and the content was analyzed. RESULT: I interviewed 34 recently-hired, new graduate nurses. Each interview lasted one hour. During this time, pre-determined questions were presented to each nurse. They responded to the questions by describing their impressions of their workplace. Their responses were divided into three groups and analyzed according to communication patterns, interpersonal relationships, organizational support and responsiveness, and organizational culture.

Attitude of Health Personnel↗

PubMed2000

Smoking and exposure to tobacco smoke at medium-sized and large-scale workplaces.

BACKGROUND: The objective of the present study was to assess the smoking prevalence of workers, the attitudes toward smoking, and exposure to environmental tobacco smoke (ETS) in different work environments. METHODS: A questionnaire survey and indoor air quality (IAQ) measurements including the concentration of gaseous nicotine in indoor air were performed in 10 medium-sized and large-scale workplaces representing industrial, service, and office environments. The questionnaire was distributed to all workers (n=1471) in 10 workplaces. IAQ measurements were performed in 4-7 locations in each workplace. RESULTS: Altogether 1027 (70%) employees, of whom 31% were women, responded to the questionnaire. Prevalence of daily smokers was 28.3% (32.3% for men and 22.9% for women). The prevalence was highest among workers in the service sector (32.7%) and lowest in offices (21.6%). Among smokers, 86% of men and 75% of women smoked inside the building. Exposures greater than one hour to ETS were highest in industry (66.3%) and lowest in services (42.6%). Non-smokers complained more often than the regular smokers about the spreading of tobacco smoke to non-smoking areas, and they felt that workplace smoking was a significant discomfort. Mean concentration of nicotine was highest in service environments (3.0 microg/m(3)) and lowest in offices (0.6 microg/m(3)). CONCLUSIONS: According to the present questionnaire survey and IAQ measurements, smoking habits and exposure to tobacco smoke varied considerably depending on the position of the employees and the type of the workplace.

Air Pollution, Indoor↗