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PubMed2004

Perceived need for workplace accommodation and labor-force participation in Canadian adults with activity limitations.

We examined how perceived need for workplace accommodation affects labor-force participation in people with disabilities. We analyzed a Canadian survey with structural equation modeling to test a model incorporating activity limitations and perceived need for workplace accommodations. The results suggested that the effect of upper- and lower-body activity limitation on labor-force participation was mediated by perceived need for workplace accommodations. Thus, the provision of adequate workplace accommodations could enhance labor-force participation in people with disabilities.

Adult↗

PubMed2006

Development of interactive workplace improvement programs in collaboration with trade associations of small-scale industries.

Serial participatory action programs for reducing occupational safety and health risks were undertaken to know the types of support suited for small-scale industries. Working groups were formed with workplace people and occupational safety and health experts. It was agreed to develop an action-oriented strategy focusing on improving both work environment and productivity by making low-cost improvements through group work. Many workplace improvements achieved by participating enterprises and the group work procedures taken were analyzed. As supporting tools for effectively implementing the workplace improvement action programs, we developed action checklists according to industry and workplace implementation guides. Collections of local good examples also served as part of these support tools. These experiences show that keys to the sustainable action in small-scale industries are: (1) mobilization of the industry-wise network by trade associations, (2) an output-oriented strategy based on interactive group work and (3) the effective use of support tools such as low-cost action checklists and group work methods.

Cooperative Behavior↗

PubMed2003

The views of nurses regarding caring in the workplace.

This survey describes caring in the workplace in selected health services and is part of a greater study conducted in KwaZulu-Natal, South Africa. This study describes the views of nurse managers and nurses regarding caring in the workplace. Human competence, recovery and healing are central to caring. To ensure caring and healing of patients in health services it is of the utmost importance for nurse managers to ensure a healthy and caring environment in the management of nurses. When caring is present in the workplace, nurses are more able to render caring nursing practices in the patient care environment. It is clear that to become a caring person, one must be treated in a caring way and that caring may be impaired or reinforced by the environment. The environment of interest to this study was the environment in which nurses practise. A descriptive survey with a convenience sampling explored caring in the workplace of nurses. The questionnaire was divided into two sections. Section A comprised demographic information and in section B the questionnaire consisted of Likert type questions, open-ended questions and yes/no questions. Analysis included descriptive statistics. It was found that caring was not experienced in the hospitals by nurses in the major management tasks such as respect for human dignity, two-way communication, trust between nurses and nurse managers, wellness, cultural sensitivity, support and the recognition and handling of the concerns of nurses. It was clear that although nurse managers and nurses have the knowledge and structures for the implementation of caring in the hospitals, the everyday practical application of caring needs attention. Nurse managers were aware of caring practices but nurses did not always experience caring in their places of work in the hospitals. Nurse managers and nurses should all accept responsibility for finding means to improve communication and, in particular, participative leadership strategies in the hospitals. Previous research showed that a large majority of nurses agreed on which caring concepts were important aspects in nursing management.

Attitude of Health Personnel↗

PubMed2005

HIV/AIDS issues in the workplace of nurses.

UNLABELLED: HIV/AIDS is a global problem with an estimated 40 million infected people. In less than two years, this figure will leap to 100 million according to the World Health Organisation (WHO). By 2005, 65 million people will be infected. Half of the number of people in this group will be under 25 years old, and will die before they reach the age of 35. In a South African study done by the Human Science Research Council and published in 2003, regarding the impact of HIV/AIDS on the health sector, the findings were that 15% of health workers in public and private hospitals tested positive for HIV antibodies. Together with these facts above it was found that 46.2 percent of patients served in medical and paediatric wards tested positive for HIV. These factors have major implication for staffing in the future and the role of the nurse manager in South Africa. THE AIM OF THE STUDY: To explore the management of HIV/AIDS in the workplace of nurses in selected health services in KwaZulu-Natal. This research was part of a greater study on the exploration of the presence of caring as part of nursing management. THE METHODOLOGY: The qualitative research approach was used with a phenomenological design, which ensured that the richness and the complexities are reflected in the study. The data was collected by means of an open-ended question to nurse managers during an interview. The first question posed was; How do you or your services care for nurses in this hospital? Secondly nurse managers were asked, To explain their role in caring for HIV/AIDS positive nurses on their staff establishment. THE RESULTS: A qualitative analysis of the interviews with nurse managers indicated that they rate HIV/AIDS issues as an important part of their management task. Four main themes were identified, namely HIV/AIDS, counselling, dying of AIDS and funerals. Rich descriptions of these themes are given in this paper. Nurse managers in the health services are managing HIV/AIDS affected nurses, but are doing so without any formal policy on HIV/AIDS in the workplace. It is recommended that nurse managers deal with HIV/AIDS issues in the workplace by raising HIV/AIDS awareness regarding HIV/AIDS issues and HIV/AIDS in the workplace. CONCLUSIONS: Nurse managers saw their role regarding nurses with HIV/AIDS mainly as supportive--being involved in family problems and counselling and guiding nurses that live with HIV/AIDS. The health services in KwaZulu-Natal, and especially nurses, are currently affected by HIV/AIDS in a significant way.

Absenteeism↗

PubMed1997

Psychosocial correlates of harassment, threats and fear of violence in the workplace.

OBJECTIVES: The purpose of this study was to investigate work climate factors and structural job aspects as predictors of workplace violence, with particular attention to the relative influence of both sets of factors. METHODS: Telephone survey data collected by a large midwestern insurance company were analyzed. Interviewers asked 598 full-time workers about their work climate, structural job aspects, and subject and workplace demographics, all of which were used as predictor variables in regression analyses. The participants were also asked about incidents of threats, harassment, physical attacks, and fear of becoming a victim of workplace violence, all of which were used as outcome measures. RESULTS: Separate logistic regressions were carried out for each of the outcome measures. The study identified a variety of factors which appear to place workers at risk of nonfatal occupational violence. Work climate variables, such as co-worker support and work group harmony, were predictive of threats, harassment, and fear of becoming a victim of violence. Structural aspects of the job, such as work schedule, were also significant in predicting threats and fear of becoming a victim of violence, but they were not predictive of harassment. CONCLUSIONS: This is the first study which suggests that both work climate and structural aspects of work may be important in promoting workplace violence. This finding suggests that intervention strategies should consider organizational and climate issues in addition to basic security measures.

Adult↗

PubMed2001

Socioeconomic status, workplace characteristics and plasma fibrinogen level of Japanese male employees.

OBJECTIVES: This study examined the relationships between workplace characteristics and plasma fibrinogen level and assessed the possibility of socioeconomic differences in plasma fibrinogen level being accounted for by workplace characteristics. METHODS: Cross-sectional questionnaire data from 4343 Japanese male employees were examined with Karasek's demand-control model, as was sedentary job and overtime work. RESULTS: Less overtime work, a less sedentary job, and to a less extent, lower job control and low worksite support were related to increased plasma fibrinogen levels. Adjusting for employment grade strongly attenuated or eliminated these relationships. The association of job demands or job strain with plasma fibrinogen level was weak. High plasma fibrinogen in lower socioeconomic groups remained largely unchanged after adjustment for workplace characteristics. CONCLUSIONS: Workplace characteristics are not significantly related to the plasma fibrinogen levels of male Japanese employees after adjustment for socioeconomic status, and they do not explain socioeconomic differences in plasma fibrinogen levels among these employees.

Adult↗

PubMed2006

Cost of obesity in the workplace.

As the prevalence of obesity increases, its economic consequences must be understood. This review summarizes published literature on the costs and resource use associated with obesity in the workplace. A Medline literature search was conducted for English-language publications. References from identified articles were also reviewed for relevance. The identified studies evaluated several cost components, including absenteeism, sick leave, disability, injuries, and claims data. Overall, overweight or obese employees had higher sick leave or disability use. Workplace injuries were higher among overweight or obese employees. Health care costs, based on claims data analyses, were also consistently higher for employees with higher body mass indices. Obesity is an important driver of costs in the workplace. These findings quantify the costs and can help employers consider whether to introduce workplace interventions or provide coverage for weight loss programs.

Absenteeism↗

PubMed2002

[Are employees who have retired due to occupational maladjustment adaptable to new workplaces?--Character traits as the individual factors].

Determining factors for adaptation to a new workplace in light of 3 cases that have taken early retirement due to occupational maladjustment are discussed. The character traits of these 3 cases are regarded as individual factors because of their conspicuousness. In regard to adaptation to new workplaces, two of my cases were unable to adapt in their previous workplaces because of their avoidant personality. They were also unable to adjust to their present workplaces. When the worker's character traits tend to cause occupational maladjustment, appropriate approaches including counseling and occupational adjustment should be recommended to the worker.

Adaptation, Psychological↗

PubMed1998

A workplace stretching program. Physiologic and perception measurements before and after participation.

The purpose of this study was to implement a primary prevention program in the workplace targeted to prevent muscle strains. Physiologic and perception measurements were taken before and after participation in a stretching program developed to improve flexibility through conditioning. A one group pre-test post-test design was used with 60 employees enrolled in a 36 session stretching program in the workplace. Flexibility was measured by a flexibility profile including the sit and reach test, bilateral body rotation measurements, and shoulder rotation measurements. A statistically significant increase was found in all flexibility measurements at the conclusion of the study for the participants as a total group. Perception, as measured by the Fox Physical Self Perception Profile, was statistically significant in relation to participants' perceptions of their body attractiveness, physical conditioning, and overall self worth at the program's conclusion. In addition, participants who completed the program had zero occurrences of musculoskeletal injuries during the 2 month period. The results of this study suggest that continued development and implementation of stretching programs in the workplace may benefit employees by increasing flexibility and potentially preventing injuries due to muscle strains. Stretching programs in the workplace also may improve components of employees' perceptions of their physical bodies.

Adult↗

PubMed1999

Workplace discrimination and alcohol consumption: findings from the San Francisco Muni Health and Safety Study.

OBJECTIVE: There is evidence of an association between occupational stress and alcohol consumption. This study investigates the association between workplace racial discrimination and alcohol consumption in a sample of urban transit operators. METHODS: During 1993-1995, after undergoing a medical exam, 1,542 transit operators completed an interview. Depending on the outcome, we used logistic or linear regression models to examine the cross-sectional relationship between discrimination experience and alcohol consumption. RESULTS: Operators who reported discrimination in at least one situation, out of a possible four, were more likely to have had negative life consequences as a result of drinking (adjusted OR = 1.97; 95% CI, 1.20-3.83) and were more likely to be classified as having an alcohol disorder (OR = 1.56 [0.96-2.54]), compared to those who reported no instances of workplace discrimination. Results adjusted simultaneously for age, sex, race/ethnicity, education, income, marital status, and seniority. There was no association between workplace discrimination and heavy drinking or drinks per month. CONCLUSIONS: Cross-sectional data from a sample of urban transit operators indicates an association between workplace racial discrimination and some measures of alcohol consumption.

Adult↗

PubMed2000

The reality of violence in the workplace: stop being scared; start acting smart.

Violence in the workplace, including incidents associated with domestic abuse, has been causing increasing concern, and for good reason. Each year, more than two million people become victims of violent crime at work, according to the U.S. Bureau of Labor Statistics. A recent survey by Pinkerton Inc. of Fortune 1000 security executives revealed that workplace violence is considered the most important security threat to America's largest corporations. Based on these statistics and the rising number of incidents across the country, what should be done by various organizations in terms of intervention and prevention? What are the early clues and warning signs to possible threats of violence at the work site? And what is the role of the security director and others in making the workplace safe? First and foremost, three leading consultants on workplace violence recommend the formation of multidisciplinary threat assessment teams--supported by top management and including participation from security and area law enforcement--to develop violence prevention plans for increasing awareness and spelling out rules and procedures for heading off trouble. Other suggested steps to reduce the threat and likelihood of violence occurring also are presented in this report.

Hospitals↗

PubMed2001

The implementation of workplace violence policy in state government.

Workplace violence has received an increasing amount of attention in the last five years. While it is difficult to conclude that it is actually escalating, the numerous studies do provide numbers that lead one to believe that it is a serious problem. Although agencies and corporations are beginning to develop workplace violence policies, there is no published research that documents the results of the implementation of such policies. The current research examines North Carolina state employees' familiarity with their new workplace violence policy and reporting procedures, how uniformally the policy is being utilized, victims' perceptions of their agencies' responses to their own violent incidents, and their generalized perceptions of the agencies' intent to keep the workplace safe.

Adult↗

PubMedDate not supplied

Administrative issues related to addiction in the workplace.

Drug abuse is an important problem in the workplace. Seventy percent of current illegal drug users are employed, and approximately 7% of Americans employed in full-time work report heavy drinking. Drug-using employees are twice as likely to request time off, and 3.6 times more likely to be involved in a workplace accident. Individuals who use alcohol or other drugs in the workplace annually cost American business 81 billion dollars in lost productivity; 86% of these costs are attributed to drinking. Although alcohol is the primary source of problems for the workplace, other drugs such as amphetamines, cocaine, marijuana, and tobacco are also troublesome. Employee assistance programs and drug treatment hold great promise for coping with these problematic substances.

Employee Discipline↗

PubMed2002

Workplace homicides in Chicago. Risk factors from 1965 to 1990.

Using data from police records, this study examined risk factors related to 940 workplace homicides occurring in Chicago between 1965 and 1990. Black men were predominantly both victims (49%) and offenders (75%). The median age for victims was 42 years, but only 25 years for offenders. Women (40%) were more likely than men (6%) to be killed by intimates. Firearms were involved in 83% of all homicides, and robbery was the primary motive (62%). Workplace homicides occurred most frequently in taverns (22%). Alcohol use by tavern workers was involved in 48% of the homicides. Wide disparity in the number of workplace homicides occurred in Chicago's 77 community areas. Strategies to deter robbery and alcohol use, as well as to prevent domestic violence in the workplace, need to be implemented and evaluated. Occupational health nurses play a pivotal role in effective violence prevention.

Adolescent↗

PubMed2002

[The strategy for supporting anti-tobacco activities in Poland, "Project on tobacco-free workplace"].

This paper presents basic information on the assumptions, goals and progress of the activities under the project "Tobacco-free workplace" implemented by the National Center for Workplace Health Promotion as a part of the "Health and socio-economic policy aimed at the reduction of tobacco consumption", coordinated by the Epidemiology Division, M. Sklodowska-Curie Oncology Center, Warsaw. The main goal of the project, designed for the years 2000-2005, is a gradual increase in the number of enterprises implementing health promotion programs aimed at supporting their employees to quit or reduce smoking. The National Center for Workplace Health Promotion and the National Network of Workplace Health Promotion Centers work together to convince employers that the implementation of anti-tobacco policy in their enterprises is cost-effective and helps to achieve the main goals of the enterprise. They also instruct occupational medicine specialists how to support enterprises, which intend to work out and introduce anti-tobacco policy.

Health Promotion↗

PubMedDate not supplied

What is important for the introduction of cancer screening in the workplace?

Although cancer screening has been introduced into physical checkup programs in the workplace, it has not been regulated by the Occupational Health and Safety Law in Japan. In addition, the target age groups and strategy for cancer screening have not been defined. To aid in development of better screening programs, we investigated primary factors considered for introducing cancer screening in workplaces. A mail survey targeted 441 facilities of the Kanto Occupational Health Management Association in June 2002. We received ninety-one responses (20.6%), including 59 facilities of manufacturing companies. The implementations of gastric and colorectal cancer screening were higher than other cancer screenings, exceeding 90% in the responding facilities. Thirty years old or over was the target age in most facilities. The facilities were divided into two groups, A and B, except for two examples whose strategies for cancer screening were not well-documented in their response. There were 35 facilities in group A and 54 in group B. In group A, cancer screening was conducted using strategies for all of which effectiveness has been established. On the other hand, in group B, cancer screening was conducted using strategies whose effectiveness were at least partially unestablished. We chose five items to evaluate important factors for introducing a cancer screening program into the workplace: prevalence, screening strategy, effectiveness, efficacy and needs of workers. The most important was the same in both groups, effectiveness. However, there was a tendency for neglect of this aspect in actual conducted plans. Appropriate cancer screening should be carefully coordinated in accordance with the guidelines of the Task Force for Cancer Screening in Japan in the workplace.

Health Plan Implementation↗

PubMed2003

Collection and retention of demographic, medical, and occupational information in northeastern Ontario workplaces.

This study determined whether workplaces in northeastern Ontario currently collect and retain demographic information, medical history, work history, and information on occupational exposure. Surveys were mailed to 434 northeastern Ontario workplaces with 50 or more employees, and a telephone follow-up was conducted. The response rate was 42.6% (185/434). Over 97% of workplaces reported that they always collect surnames and first names of employees, 13.5% reported collecting maiden names (and 70.8% never collect maiden names), 85.4% collect date of birth, 55.7% next of kin, 97.8% current address, 21.6% medical history, and 31.9% collect the health insurance number. Job titles were routinely recorded by 79.5%. Start and end dates for each job were always recorded by 68.1%, and 70.3% reported that they always note the area of work. Overall, 64.9% of workplaces collected previous place of employment. For 72.1%, legislation influenced the amount of information collected on current records. Thirteen percent routinely recorded smoking history on occupational health records, and 25.9% undertook exposure surveillance. This type of information can assist in planning occupational epidemiological studies.

Data Collection↗

PubMed1992

An ergonomic system for assessing postural stress in workplaces.

A new method has been developed to enable the ergonomic assessment of stress associated with posture at the workplace. It enables evaluations of the load resulting from working postures at workplaces where standing and walking postures dominate. The method also offers the possibility of estimating the preexisting load already at the stage of workplace designing. This may prove useful in evaluating both the global load and giving the designer an idea about the effect of individual design decisions on changes of the postural load. The method has been used to compare the postural stress at several workplaces in the textile industry and it seems to perform satisfactorily.

Biomechanical Phenomena↗