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PubMed1999

The impact of workplace smoking bans: results from a national survey.

OBJECTIVE: To estimate the impact of workplace smoking restrictions on the prevalence and intensity of smoking among all indoor workers and various demographic and industry groups. DESIGN: Detailed cross sectional data on worker self reported characteristics, smoking histories, and workplace smoking policies were used in multivariate statistical models to examine whether workplace smoking policies reduce cigarette consumption. After analysing the distribution of policies, four main types of workplace programme were defined: (1) 100% smoke-free environments, (2) work area bans in which smoking is allowed in some common areas, (3) bans in some but not all work and common areas, and (4) minimal or no restrictions. SETTING: After environmental tobacco smoke was identified as a health hazard in the mid-1980s, workplace smoking restrictions became more prevalent. By 1993, nearly 82% of indoor workers faced some restriction on workplace smoking and 47% worked in 100% smoke-free environments. PARTICIPANTS: The database included a nationally representative sample from the tobacco use supplements to the September 1992, January 1993, and May 1993 Current Population Surveys of 97,882 indoor workers who were not self employed. MAIN OUTCOME MEASURES: Prevalence of smoking and number of cigarettes smoked daily by smokers. RESULTS: Having a 100% smoke-free workplace reduced smoking prevalence by 6 percentage points and average daily consumption among smokers by 14% relative to workers subject to minimal or no restrictions. The impact of work area bans was lessened by allowing smoking in some common areas. Smoke-free policies reduced smoking for all demographic groups and in nearly all industries. CONCLUSIONS: Requiring all workplaces to be smoke free would reduce smoking prevalence by 10%. Workplace bans have their greatest impact on groups with the highest rates of smoking.

Adolescent↗

PubMed2003

Victimization in the school and the workplace: are there any links?

We examine whether reported roles in school bullying, and victimization in the workplace, are connected; the influence of victim coping strategies at school; and sex differences. A questionnaire was completed by 5,288 adults from various workplace venues in Great Britain. We analysed two questions on school experiences (participant role; coping strategies if bullied) and questions on workplace bullying (experiences of being bullied). We found a significant relationship between reported roles in school bullying, and experience of workplace victimization. The highest risk of workplace victimization was for those who were both bullies and victims at school (bully/victims), followed by those who were only victims. An analysis of relative risk of workplace bullying, given being a victim at school plus using various coping strategies, revealed an increased risk for the strategies 'tried to make fun of it', and 'did not really cope'. Women were at slightly higher risk of getting bullied at work, but there were no interactions with roles at school, and only one interaction with coping strategies. This is the first study to report an association between school and workplace bullying. Victims at school are more at risk of workplace victimization, but the especial risk for 'bully/victims' supports other indications that this particular category of school pupils should be a focus of concern. The findings also suggest that school pupils who consistently cannot cope with bullying, or try to make fun of the bullying, are more at risk for later problems in the workplace. However, associations are modest; many victims of school bullying are not being victimized in later life, and the results also suggest important contextual or environmental effects on risks of victimization.

Adaptation, Psychological↗

PubMed2005

[Development of a checklist for evaluation of mental health activities at the workplace].

"The Checklist for Evaluation of Mental Health Activities at the Workplace" was developed for workplace staff evaluating mental health activities in their own workplace. The validity and reliability of the checklist were examined and criteria for evaluation were developed for workplace/organization/companies with 50 or more employees in Japan. The checklist initially included 33 items covering seven major domains of occupational mental health, with a four-point response option, based on the Japanese Guideline for Worker Mental Health in the Workplace and a relevant literature review. A questionnaire was send to 60 members of the Occupational Mental Health Committee (OMHC) of the Japan Society for Occupational Health to ask their opinions on the checklist and on the minimum requirement for each item on the checklist; 30 (50%) responded. A random sample of 1,335 workplaces from a contractor list of workplaces for worker compensation insurance and a questionnaire was send to the personnel department to fill in the checklist; 412 (31.5%) responded and data from 335 of them with 50 or more employees were analyzed. Some OMHC members felt that one of the items (concerning the Total Health Promotion program) should be dropped; thus the checklist was revised to include 32 items, still covering the seven domains. Based on the workplace survey data, most domain scales showed internal consistency reliability at an acceptable level; explanatory factor analysis yielded a four-factor structure that was well concordant with the hypnotized seven-domain structure. Three levels of adequacy of mental health activities were set for each domain scale: "red" (inadequate), "yellow" (minimal), and "green" (adequate). One third of occupational health professionals from 49 workplaces rated the evaluation result based on the checklist as concordant with their view; 95% of them said the checklist would be useful in promoting occupational mental health activities. The study indicated that the checklist had reliability (based on internal consistency reliability) and content- and construct-validity (based on expert opinions, a factor-structure concordant with empirical data, and evaluation by workplace staff). The checklist seems useful in promoting occupational mental health activities.

Counseling↗

PubMed2002

Health promotion programme in the private workplaces in Singapore: a prevalence survey.

A postal survey was conducted in 4,479 private companies with at least 50 employees in 1998 to determine the prevalence and the scope of workplace health promotion programme in these companies in Singapore. The self-administered questionnaire mailed to the study population covered five areas viz, organisational details, workplace health policies, health promotion and related activities, workplace health facilities and the source of assistance for the programme. The overall response was 49.5%. Parkinson's definition of workplace health promotion was used in the analysis to determine the prevalence of the programme. The data was collated on DBase IV and analysed using SPSS computer programmes. About one third of the respondents covering an estimated 26% of the private sector workforce had a comprehensive workplace health promotion programme as defined by Parkinson. This prevalence was a function of workforce size and industry type. Workplaces with larger workforce size (p<0.001) and those from the manufacturing and human/health service sectors (p<0.001) were more likely to have such programmes compared to their smaller counterparts and other industries respectively. The management remained the main driver behind these programmes. Many of the programmes were centred around health promoting policies and facilities with emphasis on occupational healthl safety and smoking issues. A significant proportion of workplaces surveyed had in place a comprehensive workplace health promotion programme. However, more could still be done to encourage its uptake such as training for facilitators, consultation, grant provision etc. Small workplaces remained an untapped market for such programmes.

Chi-Square Distribution↗

PubMed2003

Workplace contact investigations in the United States.

SETTING: Five state tuberculosis (TB) control programs in the United States. OBJECTIVES: To determine the prevalence of and treatment for latent TB infection (LTBI) among contacts of active TB cases identified in the workplace, and to describe TB control program policies for the initiation and conduct of workplace investigations. DESIGN: Retrospective review of health department records for all culture-positive pulmonary tuberculosis cases aged > or = 15 years reported in 1996, and their contacts. RESULTS: There were 349 cases of active TB, of whom 134 (38%) were employed. Workplace contact investigations were conducted for 42 cases, resulting in the identification of 724 contacts. The rate of LTBI was 29% overall, varying by worksite from a low of 16% to a high of 51%. LTBI estimates were higher for fully-screened contacts of smear-positive rather than of smear-negative index cases. However, fully-screened contacts of index patients with cavitary disease had lower LTBI estimates than those of index patients without cavitation. Treatment for LTBI was initiated in 45% of infected contacts. The five programs had somewhat variable policies regarding workplace contact investigations. Data on HIV co-infection and place of birth of contacts were largely missing. CONCLUSION: Factors contributing to LTBI among workplace contacts may include the presence of persons with pre-existing LTBI or a positive skin test as a result of BCG vaccination, clinical characteristics of the index case, and workplace environmental characteristics conducive to transmission. Standard guidelines for workplace investigations, written workplace investigation policies, and standard data collection practices are needed to better apportion the causes of observed infection rates in the workplace.

Adolescent↗

PubMed1996

Workplace violence: female occupational homicides in metropolitan Chicago.

Homicide is the leading cause of fatal occupational injuries for women and accounts for 39% of all fatal injuries for women at work. Using medical examiner and coroner reports, this study analyzed female workplace homicides in three counties within metropolitan Chicago from 1984 to 1990. These workplace homicides were compared to non-workplace homicides of women. There were 1,354 female homicides; of the 17 workplace homicides, all occurred in Cook County. The annual rate of female occupational homicides was higher (1.5/10(5)) for Cook County, while for the metropolitan Chicago area (Cook, DuPage, and Lake counties) it was 1.19/10(5). Black women experienced a higher workplace homicide rate (2.3/10(5)) than white women (1.2/10(5)). Most of these occupational homicides occurred in retail trade, predominately in eating and drinking establishments; robbery was a frequent occurrence, and the women often worked alone. Only three medical examiner reports cited a known assailant. The leading cause of death was from gunshot wounds. Workplace homicides were similar to non-workplace homicides in relation to age, race, and cause of death. Identified risk factors associated with workplace homicides, as well as non-fatal assaults, should be used to develop effective preventive measures. A national standard for general workplace security also is needed.

Adolescent↗

PubMed2026

Workplace Safety Champions: Strengthening safety culture through nurse engagement.

Workplace violence is a growing concern in health care, disproportionately affecting frontline nurses and nursing assistants. Despite high prevalence, underreporting remains a barrier to effective prevention and response. This article describes the development, implementation, and outcomes of a Workplace Safety Champion program designed to increase reporting of violent incidents and strengthen a culture of safety. A multidisciplinary task force developed an evidence-based Workplace Safety Champion course that emphasizes de-escalation strategies, reporting processes, and staff support. Champions were appointed across inpatient and emergency units and integrated into a hospital-wide Workplace Safety Champion Council. Program evaluation used course completion data and posttraining surveys. The organizational goal of having at least one trained champion in 90% of inpatient and emergency units was exceeded, with 98% of units represented (N = 93 champions). More than 85% of learners reported intent to change their response to workplace violence, and 90% endorsed improved knowledge of resources and de-escalation strategies. The Workplace Safety Champion program successfully improved staff awareness, reporting, and engagement in workplace violence prevention. Embedding champions across units can serve as a sustainable strategy to strengthen safety culture and support frontline health care workers.

Humans↗

PubMedDate not supplied

Relationship of organizational characteristics of Canadian workplaces to anti-smoking initiatives.

BACKGROUND: In Canada, with universal single-payer health care insurance and a lower proportion of the gross domestic product going to health care costs, employers may be less motivated than their U.S. counterparts to develop health promotion programs for their employees. This study determined the extent to which nongovernmental workplaces in Canada have made smoking-related information, policies, and programs available to their employees. Several characteristics of those workplaces most likely to have engaged in such activities were identified. METHODS: A secondary analysis of data collected in the 1992 National Workplace Survey was conducted. All Canadian provinces, except Saskatchewan, were included. Dunn and Bradstreet's register of companies was used to select companies randomly from those with 20 or more employees. Questionnaires were distributed to 10000 workplaces. The response rate was 35.5% (N = 3,549). There were no significant differences found between responders and nonresponders in a phone survey. RESULTS: One-half of workplaces reported some kind of smoking-related initiative. Most of the initiatives were smoking policies; only 11.7% of workplaces provided smoking cessation programs. The number of employees and the number of other lifestyle and occupational health and safety programs available are most predictive of smoking-related programs. CONCLUSIONS: If Canadians are going to achieve a smoke-free society, greater efforts to assist smokers to quit will be necessary. The workplace provides an excellent opportunity for such efforts. Health promotion advocates must communicate the cost savings and other benefits to employers garnered from workplace smoking reduction efforts.

Adult↗

PubMed2006

Workplace violence: a primer for critical care nurses.

This review illustrates the various types of workplace violence nurses can encounter in critical care settings. Lack of a clear definition of workplace violence impedes research on the topic; however, the typology offered by the UIIPRC provides a framework to guide further studies of physical and nonphysical workplace violence. Further investigation of individual and organizational factors will assist nurses and agencies in identifying effective methods to manage, prevent, educate, and respond to each type of workplace violence. Fear, burnout, anxiety, depression, and acute and posttraumatic stress disorders are some of the sequelae that can occur after an incident of workplace violence. Debriefing strategies should be a fundamental component of workplace violence policies to prevent the development of longterm consequences. Additional research is needed on all types of workplace violence, as well as research addressing the needs of specialized setting, such as critical care unit. Critical care nurses have valuable insights regarding the risks they face on their units and should be part of a multidisciplinary team developing policies and workplace violence prevention and education programs.

Emergency Nursing↗

PubMed2001

A reinforcement-based therapeutic workplace for the treatment of drug abuse: six-month abstinence outcomes.

This study evaluated a novel drug abuse treatment, the Therapeutic Workplace. In this treatment, patients are paid to perform jobs or to participate in job training. Salary is linked to abstinence by requiring patients to provide drug-free urine samples to gain access to the workplace. Pregnant and postpartum drug abuse patients (N = 40) were randomly assigned to a Therapeutic Workplace or usual care control group. Therapeutic Workplace participants were invited to work 3 hr every weekday for 6 months and could earn up to $4,030 in vouchers for abstinence, workplace attendance, and performance. On average, 45% of participants attended the workplace per day. Relative to controls, the Therapeutic Workplace nearly doubled patients' abstinence from opiates and cocaine (33% vs. 59% of thrice-weekly urine samples drug negative, respectively, p < .05). The Therapeutic Workplace can effectively treat heroin and cocaine abuse in pregnant and postpartum women.

Adult↗

PubMed2004

Controlling cigarette smoking in the workplace in Taiwan: opportunities and challenges.

Cigarette smoking is one of the most serious health problems in Taiwan. Although the Taiwanese government passed a Tobacco Hazard Control Act in 1997, it is not fully applicable to the workplace. The purpose of the study was to review workplace smoking prevalence and policies, and to discuss the opportunities and challenges of implementing workplace smoking policies in Taiwan. Results show that smoking prevalence in the workplace in Taiwan is high, particularly among males, ranging from 38 to 68%. More than 75% of smokers in Taiwan smoke in the workplace. The percentage of workplaces implementing restrictive smoking policies in Taiwan is low, particularly in small-sized workplaces. The Tobacco Hazard Control Act in Taiwan has not been strongly enforced in public places, let alone in private companies. Several constructive suggestions are presented in the study. For example, establishing workplace smoking policies, informing employers that second-hand smoke is a human carcinogen, providing financial support for employers to initiate cessation programs, and modifying the current Tobacco Hazard Control Act, etc.

Carcinogens↗

PubMed2005

Workplace smoking policies in Taiwan and their association with employees' smoking behaviours.

BACKGROUND: The implementation of worksite smoking policies has shown significant effects on reducing employees' smoking consumption and protecting non-smoking workers. However, there are no data about workplace smoking policies in Taiwan. The purpose of this study was to document the status of worksite smoking policies in Taiwan and its potential impact on employees' smoking behaviours. METHODS: A two-stage investigation was conducted. The first stage was to examine the current status of workplace smoking policies and the second was to evaluate the relationship between workplace smoking policies and employees' smoking behaviours. After two follow-ups in each stage, 264 companies and 1141 employees returned their questionnaires. RESULTS: Workplace smoking policies were associated with types of businesses and size of workplaces. Only approximately half of manufacturing and service companies have implemented a prohibitive smoking policy. Large facilities (>750 employees) were more likely to implement a prohibitive policy (57%). Employees in workplaces with a prohibitive policy had lower prevalence of smoking and cigarette consumption, and less exposure to passive smoking. Although most smokers agreed with banning smoking in their work environment, no difference in interest in participating in cessation programs was found. CONCLUSIONS: Significant associations were found between workplace smoking policies and employees' smoking behaviours. Results of the study provide basic information for designing more refined smoking policies in the workplace in Taiwan.

Adolescent↗

PubMed2002

Strategy development in dealing with violence against employees in the workplace.

The creation of health promoting workplaces is a key development in contemporary workplace health. This paper focuses on the issue of workplace violence and the efforts which must be made to address its prevention and to deal with its consequences as a contribution towards developing a health promoting workplace. A critical overview of the issue as it is currently addressed in the international literature is a precursor to the formulation of an inclusive definition of workplace violence. This forms the basis for a framework for the development and implementation of workplace violence policies. The framework takes account of needs assessment, policy formulation in terms of prevention, incident management and reporting, and post-incident support strategies. The needs for effective education and training and good internal and external communications are also explored. The paper concludes by highlighting the necessity for workplaces to take seriously the need for a coherent and well-planned workplace violence strategy.

Health Promotion↗

PubMedDate not supplied

Association of the health-promoting workplace with trade unionism and other industrial factors.

PURPOSE: The study examines associations of five healthy workplace attributes with trade unionism and nine other industrial and sociodemographic factors. The aims were to illustrate the measurement of workplace health promotion indicators in Western Australia and to identify associations leading to a better understanding of determinants of the healthy workplace. DESIGN: Personal and telephone cross-sectional surveys were performed using population-based sampling frames. The overall response rate was 72%. SETTING: Workplaces in Western Australia. SUBJECTS: Random samples of household respondents aged 16 to 69 years in 1992 (n = 1310) and 1994 (n = 1113). MEASURES: Measures of association between healthy workplace attributes and trade unionism were adjusted for workplace location, size, sector, and industrial classification. RESULTS: Trade unionism was strongly associated with healthy catering practices (adjusted OR 2.05; 95% CI 1.30 to 3.23), sun protection practices (2.66; 1.69 to 4.17), disability access (1.47; 1.10 to 1.95), and worksite health promotion programs (2.56; 2.07 to 3.17). A weak and nonsignificant association was observed with restrictive smoking policies (1.21; .95 to 1.55). Generally, healthy workplace attributes were reported less often by respondents working in rural locations, in the private sector, and at small worksites. There was no consistent relationship with sociodemographic factors, including an index of social disadvantage, but members of blue-collar occupations experienced a low prevalence of restrictive smoking policies. CONCLUSIONS: The study raises the hypothesis, but cannot confirm, that trade unions could provide a means for employees to pursue the creation of a health-promoting workplace. Small business represents an excellent target for health promotion activities.

Adolescent↗

PubMed2005

Junior physicians' workplace experiences in clinical fields in German-speaking Switzerland.

BACKGROUND AND OBJECTIVES: To date, there have been several prospective cohort studies investigating the workplace experiences of junior physicians, but with limited focus on gender issues. The objective of the present study is to explore the workplace experiences of first-year residents according to gender, type of training hospital, and clinical field. METHODS: Data reported are from the second assessment of the longitudinal Swiss physicians' career development study, begun in 2001. In 2003, 497 residents (54.7% females, 45.3% males) assessed their workplace conditions, social support at work, and effort-reward imbalance. RESULTS: There are few, but relevant, gender related differences in workplace experiences, with female physicians experiencing less mentoring and higher over-commitment, yet more positive social relationships at work. In a multivariate model, significant differences in some workplace variables with regard to type of training hospital and/or clinical field are found: workplace conditions are rated worse in type "A" hospitals (university and cantonal hospitals) than in type "B"/"C"/"D" hospitals (regional hospitals and highly specialised units), and in surgical fields than in internal medicine. In "A" hospitals mentoring is assessed as better, but positive social relationships as worse. Both scales are rated worse in surgical fields than in internal medicine. The effort-reward imbalance (ERI) is rated significantly higher (unfavourable) in "A" hospitals than in "B"/"C"/"D" hospitals, regardless of gender and clinical field. Significantly more subjects with an ERI quotient above 1 (which is unfavourable) work in "A" hospitals, and in surgical fields regardless of hospital type. Of the total sample, 81 subjects (16.3%), 41 males and 40 females, show an ERI quotient above 1. The greater the workload, the worse the rating of workplace conditions, effort-reward imbalance, and over-commitment. CONCLUSION: Institutional determinants are crucial factors for the workplace experiences and first career steps of junior physicians. Medical educators, especially those in "A" hospitals, should become more involved in structured residency programs and be aware of potential gender inequalities in the career support of female physicians.

Adult↗

PubMed2002

Perspectives on legal strategies to prevent workplace violence.

Workplace violence is a continuing problem in the United States, accounting for approximately 1,000 deaths each year and for more than 1.5 million incidents of nonfatal injuries. State and federal agencies have published guidelines for preventing workplace assaults, but there is a need for a strong research agenda to address the effectiveness of intervention strategies. After an overview, this article provides a discussion of workplace violence from three perspectives. One section discusses the process used in a manufacturing setting to install a workplace violence prevention program. A second section provides insight into the processes used to fully implement a workplace violence prevention program in a health care setting. A final section provides insight to the processes brought to bear in one state to mandate prevention of workplace violence in the health care setting. There is a critical need to evaluate alternative strategies to address workplace violence, to make the findings available to legislative and executive branches of government, and to implement effective strategies to counter violence in the workplace.

Humans↗

PubMed2002

Impact of primary care depression intervention on employment and workplace conflict outcomes: is value added?

BACKGROUND: Depression causes significant functional impairment in sufferers and often leads to adverse employment outcomes for working individuals. Recovery from depression has been associated with better employment outcomes at one year. AIMS OF THE STUDY: The study s goals were to assess a primary care depression intervention s impact on subsequent employment and workplace conflict outcomes in employed patients with depression. METHODS: In 1996-1997, the study enrolled 262 employed patients with depression from twelve primary care practices located across ten U.S. states; 219 (84%) of the patients were followed at one year. Intent-to-treat analyses assessing intervention effects on subsequent employment and workplace conflict were conducted using logistic regression models controlling for individual clinical and sociodemographic characteristics, job classification and local employment conditions. To meet criteria for subsequent employment, persons working full-time at baseline had to report they were working full-time at follow-up and persons working part-time at baseline had to report working part-/full-time at follow-up. Workplace conflict was measured by asking patients employed at follow-up whether, in the past year, they had arguments or other difficulties with people at work . RESULTS: Findings showed that 92.1% of intervention patients met criteria for subsequent employment at one year, versus 82.0% of usual care patients (c2=4.42, p=.04). Intervention patients were less likely than usual care patients to report workplace conflict in the year following baseline (8.1% vs. 18.9%, respectively; c2=4.11; p=.04). The intervention s effect on subsequent employment was not mediated by its effect on workplace conflict. DISCUSSION: The intervention significantly improved employment outcomes and reduced workplace conflict in depressed, employed persons at one year. Economic implications for employers related to reduced turnover costs, for workers related to retained earnings, and for governments related to reduced unemployment expenditures and increased tax receipts may be considerable. LIMITATIONS: Although similar primary care depression interventions have been shown to produce comparable effects on subsequent employment at one year, replications in larger samples of depressed, employed patients in different economic climates may be necessary to increase the generalizability and precision of estimates. IMPLICATIONS FOR HEALTH CARE PROVISION AND USE: Primary care interventions that enhance depression treatment and improve clinical outcomes can contribute meaningful added value to society by improving employment and workplace outcomes. IMPLICATIONS FOR HEALTH POLICIES: Federal/state governments may realize economic benefits from reduced unemployment expenditures and increased tax receipts should primary care depression interventions that improve employment outcomes be broadly disseminated. Policy initiatives to increase the dissemination of such interventions may be an innovative approach for improving labor force participation by depressed individuals. IMPLICATIONS FOR FURTHER RESEARCH: Formal cost-benefit analyses are needed to explore whether economic benefits to societal stakeholders from these and other labor outcomes equal or exceed the incremental costs of disseminating similar primary care interventions nationally. Researchers in other nations may wish to consider investigating the impact primary care depression interventions might have on employment and workplace outcomes in their countries.

Adult↗

PubMed2004

[Analysis on the epidemiological features and risk factors of hospital workplace violence in Guangzhou].

OBJECTIVE: To study the epidemiological features and relevant risk factors of hospital workplace violence. METHODS: A retrospective study using logistic regression on hospital staff was carried out. Based on WHO's last definition for workplace violence from "new research showing workplace violence threatening health services" issued on May 10th, 2002. RESULTS: Among 4062 staff members investigated, 2619 had been subjected to workplace violence in the last 12 months preceding the survey, with a rate of 64.48% which was accounted for 49.12% of psychological and 15.36% of physical violence respectively. Male staff were more vulnerable to physical violence against female. Those victims aged 30 - 39 years were at greatest risk. Doctors and nurses were leading victims of workplace violence. Most of workplace violence happened during day shift, in the ward. The main risk factors contributing to workplace violence would include: unreasonable demand from patients or their relatives, late recovery as expected, and expensive cost. Patients' relatives often took the leading role as perpetrators and followed by patients themselves. CONCLUSION: Magnitude of hospital workplace violence in hospitals in Guangzhou asked for comprehensive measures to improve staff-patient relationship for the prevention and control of violence.

Age Factors↗