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PubMed2005

Opinions of Polish occupational medicine physicians on workplace health promotion.

OBJECTIVES: According to the current Polish legislation on occupational health services, occupational medicine physicians should perform workplace health promotion (WHP) activities as a part of their professional work. The concept of workplace health promotion or health promotion programs, however, has not been defined in this legislation in any way. Therefore, two essential questions arise. First, what is the physicians' attitude towards workplace health issues and second, what is actually carried out under the label of health promotion? The main objective of the research described in this paper was to answer these questions. MATERIALS AND METHODS: The survey was carried out by the National Center for Workplace Health Promotion in 2002. A questionnaire prepared by the Center for the purpose of this survey was sent to a random sample of occupational medicine physicians. RESULTS: The results of the survey showed that 53% of occupational medicine physicians consider WHP just as a new name for prophylactics. On the other hand almost all of the respondents (94%) agree that occupational medicine physicians should perform WHP activities and find them useful in improving patients' health (78%). The main obstacle for the development of this activity in the perception of physicians is the lack of interest in workplace health promotion among employers (86%). CONCLUSIONS: In the modern understanding of workplace health promotion concept this type of intervention includes not only safety measures and health education, but also a profound organizational change that allows employers, employees and social partners to improve wellbeing of people at work. Each of such projects should facilitate changes necessary to create a health promoting workplace. It also needs a skilled leader--well trained and aware of a multidisciplinary dimension of WHP interventions. Occupational medicine specialists should become natural partners of employers and employees. The majority of the occupational medicine physicians, however, are not sufficiently prepared to carry out workplace health promotion programs.

Attitude of Health Personnel↗

PubMed2006

Workplace, psychosocial factors, and depressive symptoms among working people with arthritis: a longitudinal study.

OBJECTIVE: To examine the role of demographic, illness-related, workplace support, workplace activity limitations, arthritis-related work changes, and psychosocial factors in predicting subsequent depressive symptoms among employed people with arthritis. METHODS: In a prospective study, 366 employed individuals with arthritis were recruited from Toronto, Canada. Respondents completed a structured questionnaire assessing demographic, disease-related factors, workplace support, and employment-related transitions, as well as psychosocial variables at 2 timepoints 18 months apart. Depression was assessed using the Center for Epidemiologic Studies Depression Scale. Hierarchical multiple regression was used for analyses. RESULTS: Individuals with greater education reported significantly less depression. Lower workplace support and greater workplace activity limitations were significantly associated with future depressive symptoms. No relationship was found between work transitions and later depression, but more work changes were strongly associated with concurrent depressive symptoms. An association was also found between greater pain catastrophizing and future depressive symptoms. CONCLUSION: Our results highlight the need to assess the influence of work-related changes, workplace support, and psychosocial variables on depressive symptoms among people with arthritis. These findings suggest that workplace interventions should address not only ways to reduce workplace activity limitations, but also ways to better manage emotional distress related to working with arthritis.

Arthritis↗

PubMed2006

Personal assistance services as a workplace accommodation.

This paper describes current US trends and practices regarding workplace personal assistance services (PAS) as part of available work accommodation options. Workplace PAS include task-related assistance at work, such as readers, interpreters, help with lifting or reaching, re-assignment of non-essential duties to co-workers, and other help related to performing work tasks; and personal care-related assistance such as helping someone with using the rest room, eating, or drinking while at work. The results reported here are based on forty-one telephone interviews conducted in 2004, which included 20 workplace PAS users and 21 US employers familiar with workplace accommodations. Employers and consumers described a range of workplace personal assistance currently used. Barriers to expansion of workplace PAS include negative co-worker or supervisor attitude, cost to employers and workers, waiting time for accommodations, employee attitude and knowledge, and confusing terminology. Development of organizational culture that encourages employment of people with disabilities and developing employer-employee partnerships in arranging for accommodations can contribute to workplace PAS solutions. The survey findings contribute to better understanding of current practices related to workplace PAS.

Persons with Disabilities↗

PubMed1986

Smoking intervention in the workplace: review and recommendations.

Growing interest has been expressed by the business community concerning intervention against smoking in the workplace. As most adult smokers are unlikely to have access to smokers' clinics or other treatment facilities outside the workplace, the workplace itself could be an ideal location for the provision of treatment programs. If the interest of the business community can be translated into action, large populations of smokers would become accessible to workplace treatment programs. Despite this possibility, the potential of the workplace for smoking intervention remains largely unexplored. In this review, the main reasons for workplace smoking intervention are discussed, and the available evidence for the main strategies (prohibition, incentives, treatment, and multicomponent) is reviewed and critically evaluated. The current emphasis in treatment studies is still on physician counseling, and the quality of reported work uneven. Many published studies not intended as evaluations, and many of those which are, have severe procedural or methodological flaws. The particular problems of evaluating workplace studies are discussed and the current research position is summarized. Because the number of evaluative studies is small, the recommendations that can be based on them are fairly limited. In conclusion, it is argued that a body of well-controlled evaluations is needed before the unique characteristics of the workplace can be assessed and exploited in smoking interventions.

Adult↗

PubMed1996

Smoking in the workplace: do smoking patterns and attitudes reflect the legislative environment?

OBJECTIVE: With regard to the workplace, to examine restrictions on smoking, smoking at work, attitudes toward and reactions to restrictions, and workplace programmes in the context of the legislative environment. DESIGN: Population-based telephone interview survey of adult residents of the jurisdictions of Metropolitan Toronto, Ontario, Canada. SUBJECTS: Workers within the City of Toronto (n = 374) were compared with other workers (n = 536), because their legislative environments with regard to workplace smoking were markedly different, with workplaces in the City of Toronto being covered by a much more stringent bylaw. RESULTS: In comparison with other workers, City of Toronto workers reported workplace restrictions to be more common and widespread. These workers were also less likely to smoke at work, and more likely to smoke less at work and to have cut down on smoking at work. Quit-smoking rates, however, were similar. There was evidence of some compensatory smoking outside work, but additional compensation in association with more stringent restrictions was not found. City workers and other workers were similar in their support for smoke-free workplaces, in their attitudes to the role of governments in regulating workplace smoking, and in their perceptions of conflict between smokers and non-smokers. Reports of quit-smoking programmes and educational interventions in the workplace were similarly uncommon, although both groups of workers indicated strong support for the role of business and industry in helping people quit. CONCLUSIONS: Restrictions on smoking and smoking patterns reflected the legislative environment; a more stringent environment was associated with more restrictions and less smoking at work.

Canada↗

PubMedDate not supplied

Cross-sectional study on occupational noise and hypertension in the workplace.

To determine whether noise conditions at the workplace are associated with hypertension in Japanese male blue-collar workers, the authors analyzed data obtained in an annual workplace health examination. Two hundred forty-two workers who used ear protectors at their jobs in a paper manufacturing plant served as a noisy workplace group, and 173 individuals who worked in a chemical plant comprised a nonnoisy workplace group. The prevalence of hypertension was 16.9% in the noisy workplace group and 34.7% in the nonnoisy workplace group (p < .01). A Mantel-Haenzel analysis showed the difference between the 2 groups to be significant. A logistic regression analysis with adjustment for confounding factors also showed a significant inverse association between hypertension and noise conditions at the workplace (odds ratio = 0.48; 95% confidence interval = 0.28-0.81). The implementation of guidelines for occupational noise management might have contributed to the workers' concern over the prevention of adverse health effects caused by workplace noise.

Adult↗

PubMed2004

Occupational allergies in the seafood industry--a comparative study of Australian and South African workplaces.

Although seafood allergy due to ingestion is commonly observed in clinical practice, the incidence of seafood allergies in general and more specifically in the occupational setting in Australia is largely unknown. The work practices, occupational health services and allergic health problems in 140 seafood processing workplaces in Australia were examined and compared to previous studies in South Africa. A cross-sectional employer-based survey design was used to conduct the study in both countries. In the South African study a response rate of 60% (n = 41) was obtained, compared to a response rate of 18% (n = 140) in Australia. The most common seafood processed by workplaces in South Africa was finfish (76%) and rock lobster (34%). Similarly in Australia, finfish (34%) was the most frequently handled seafood. However, processing of prawns (24%) and oysters (21%) was more common in Australia. Common work processes in South Africa involved freezing (71%), cutting/filleting (63%) and degutting (58%) procedures. Similar processes were followed in Australian industries with the exception of shucking of oysters, particularly common in the aquaculture industries. About half of the workplaces in both countries provided an occupational health service and medical surveillance of workers. However, none of the workplaces in South Africa and only 9% of the workplaces in Australia had industrial hygiene programs for seafood aerosols in place. In both countries positive trends were observed between the size of the workforce and the provision of occupational health services (p<0.005). Similarly, skin rash accounted for highest of all reported health problems (78-81%) followed by asthmatic symptoms (7-10%) and other non-specific allergic symptoms (9-15%) in both countries. Most workplaces reported the annual prevalence of work-related symptoms to be less than 5%. In Australia 7% of respondents in workplaces reported workers having left their workplace due to work-related allergic problems. Despite a low response rate of contacted companies in Australia, there were great similarities between the two countries suggesting that there is a significantly elevated prevalence of work related allergic symptoms in both countries. Unexpectedly, mollusc processing was more common in Australia although the occupational health related effects among exposed workers has previously not been investigated in detail and merits further study. It is recommended that further epidemiological studies focus on seafood exposure in Australia and identify specific risk factors for sensitisation.

Australia↗

PubMed2001

New methods and data sources for measuring economic consequences of workplace injuries.

BACKGROUND: Evaluation of programs and policies to reduce the incidence of workplace injuries require that the consequences of injury are estimated correctly. Because workplace injuries are complex events, the availability of data that reflects this complexity is the largest obstacle to this estimation. METHODS: We review the literature on the consequences of workplace injuries for both workers and employers, focusing on data sources, particularly linked administrative data from different public agencies. We also review other approaches to obtaining data to examine workplace injuries, including public-use longitudinal survey data, primary data collection, and linked employee-employer databases. We make suggestions for future research. RESULTS: Recent advances in the literature on the economic consequences of workplace injuries for workers have been driven to a great extent by the availability of new data sources. Much remains unexplored. We find longitudinal survey databases including the National Longitudinal Survey of Youth, and the Health and Retirement Survey, to be very promising though largely untapped sources of data on workplace injuries. We also find that linked employee-employer databases are well suited for the study of consequences for employers. CONCLUSIONS: We expect that new data sources should lead to rapid advances in our understanding of the economic consequences of workplace injuries for both workers and employers.

Accidents, Occupational↗

PubMed2005

Air pollution and heat exposure study in the workplace in a glass manufacturing unit in India.

Air pollution in the workplace environment due to industrial operation have been found to cause serious occupational health hazard. Similarly, heat stress is still most neglected occupational hazard in the tropical and subtropical countries like India. The hot climate augments the heat exposure close to sources like furnaces. In this study an attempt is made to assess air pollution and heat exposure levels to workers in the workplace environment in glass manufacturing unit located in the State of Gujarat, India. Samples for workplace air quality were collected for SPM, SO(2), NO(2) and CO(2) at eight locations. Results of workplace air quality showed 8-hourly average concentrations of SPM: 165-9118 microg/m(3), SO(2): 6-9 microg/m(3) and NO(2): 5-42 microg/m(3), which were below the threshold limit values of workplace environment. The level of CO(2) in workplace air of the plant was found to be in the range 827-2886 microg/m(3), which was below TLV but much higher than the normal concentration for CO(2) in the air (585 mg/m(3)). Indoor heat exposure was studied near the furnace and at various locations in an industrial complex for glass manufacturing. The heat exposure parameters including the air temperature, the wet bulb temperature, and the globe parameters were measured. The Wet Bulb Globe Temperature (WBGT), an indicator of heat, exceeded ACGIH TLVs limits most of the time at all the locations in workplace areas. The recommended duration of work and rest have also been estimated.

Air Pollutants, Occupational↗

PubMed2007

Workplace interventions for workers with musculoskeletal disabilities: a descriptive review of content.

BACKGROUND: Despite the convergence of scientific data to the effect that interventions in the workplace promote a healthy return to work, the interventions carried out in the real work environment appear to be very heterogeneous and ill-defined. OBJECTIVE: The goal of this review is to identify the different objectives pursued through the workplace interventions carried out in the context of a rehabilitation program, and to describe the activities involved. METHODS: A descriptive review of the literature, including various research designs, was carried out. RESULTS: This review reveals great heterogeneity in the content of interventions offered in the workplace to workers with musculoskeletal disabilities. The objectives of workplace interventions may range from gathering information in order to reproduce work demands in a clinical setting, to gradually exposing workers to the demands of the real work environment, or permanently reducing the demands of the work situation. A descriptive analysis of the literature also brings to light the diversity of actions carried out, human resources used, and workplace environments involved, while highlighting the few documented process outcome evaluations that have been done of workplace interventions. CONCLUSION: It is recommended that in future research in this area, efforts be made to better describe the components of the interventions, to develop process outcomes representing the multidimensional results obtained in the workplace, and to differentiate between temporary and permanent modifications made to the work situation.

Ergonomics↗

PubMed2007

Disability management practices in Ontario health care workplaces.

BACKGROUND: Workplace disability management programs are important in managing injury and disability. METHODS: A stratified random sample of 188 employers in health care workplaces (71 hospitals, 48 nursing homes, 42 private clinics, and 27 community clinics) completed a mailed Organizational Policies and Practices (OPP) questionnaire. The OPP asked questions about eight workplace disability management practices. This article compares disability management practices across the four types of health care workplaces. RESULTS: A one-way analysis of variance for each of the eight practices demonstrated significant differences across facility types for all practices, except ergonomic practices. For unionized versus non-unionized workplaces, there were significant differences in all practices, except ergonomic practices. For workplaces with formal policies versus those without policies, there were significant differences in all practices, except people-oriented culture and safety diligence. CONCLUSION: Variations in disability management practices in health care workplaces need to be addressed to provide more effective prevention and treatment of work-related injuries and disability.

Accidents, Occupational↗

PubMed2004

Cardiovascular health and economic effects of smoke-free workplaces.

PURPOSE: Smoking is the leading controllable risk factor for heart disease. Only about 69% of U.S. indoor workers are currently covered by a smoke-free workplace policy. This analysis projects the cardiovascular health and economic effects of making all U.S. workplaces smoke free after 1 year and at steady state. METHODS: We estimated the number of U.S. indoor workers not covered by smoke-free workplace policies, and the effects of making all workplaces smoke free on smoking behavior and on the relative risks of acute myocardial infarctions and strokes. One-year and steady-state results were calculated using an exponential decline model. A Monte Carlo simulation was performed for a sensitivity analysis. RESULTS: The first-year effect of making all workplaces smoke free would produce about 1.3 million new quitters and prevent over 950 million cigarette packs from being smoked annually, worth about 2.3 billion dollars in pretax sales to the tobacco industry. In 1 year, making all workplaces smoke free would prevent about 1500 myocardial infarctions and 350 strokes, and result in nearly $60 [corrected] in savings in direct medical costs. At steady state, 6250 myocardial infarctions and 1270 strokes would be prevented, and $279 million [corrected] would be saved in direct medical costs annually. Reductions in passive smoking would account for 60% of effects among acute myocardial infarctions. CONCLUSION: Making all U.S. workplaces smoke free would result in considerable health and economic benefits within 1 year. Reductions in passive smoking would account for a majority of these savings. Similar effects would occur with enactment of state or local smoke-free policies.

Adult↗

PubMedDate not supplied

Doses and lung burdens of environmental tobacco smoke constituents in nonsmoking workplaces.

This paper models nicotine dose and ultraviolet-absorbing particulate matter (UVPM) alveolar lung burden resulting from exposure to environmental tobacco smoke (ETS) for nonsmokers in workplaces where smoking was reported not to occur. Data were obtained from personal monitoring of ETS in 16 U.S. cities [Jenkins R.A., Guerin M.R., Palausky A., Counts R.W., Bayne C.K., and Dindal A.B. Determination of human exposure to environmental tobacco smoke (ETS): a study conducted in 16 U.S. cities. Draft final report by Oak Ridge National Laboratory for Center for Indoor Air Research, Linthicum, MD, 1996a; Jenkins R.A., Palausky A., Counts R.W., Bayne C.K., Dindal A.B., and Guerin M.R. Exposure to environmental tobacco smoke in sixteen cities in the United States as determined by personal breathing zone air sampling. J. Expos. Anal. Environ. Epidemiol. 1996b: 6(4): 473-502.]. This is a continuation of earlier analyses focusing on nonsmokers in smoking workplaces (SWs) [LaKind J.S., Graves C.G., Ginevan M.E., Jenkins R.A., Naiman D.Q., and Tardiff R.G. Exposure to environmental tobacco smoke in the workplace and the impact of away - from - work exposure. Risk Anal. 1999a: 19(3): 349-358; LaKind J.S., Jenkins R.A., Naiman D.Q., Ginevan M.E., Graves C.G., and Tardiff R.G. Use of environmental tobacco smoke constituents as markers for exposure. Risk Anal. 1999b: 19 (3): 359-373; LaKind J.S., Ginevan M.E., Naiman D.Q., James A.C., Jenkins R.A., Dourson M.L., Felter S.P., Graves C.G., and Tardiff R.G. Distribution of exposure concentrations and doses for constituents of environmental tobacco smoke. RiskAnal. 1999c: 19 (3): 375-390.]. Even though study participants characterized their workplaces as nonsmoking, some individuals reported observing cigarettes in the workplace. Individuals observing six or more cigarettes were excluded from the analysis on the grounds that they were in defacto SWs. Exposure to ETS was lower in nonsmoking than SWs, but even with this exclusion, exposure was not zero. Distributions were selected for each model input, and at least 2000 iterations of the model were made for each dose or lung burden characterization (e.g., for females, for males). In these nonsmoking workplaces (NSWs), neither nicotine nor UVPM concentrations were lognormally distributed. Hence, observed concentrations were used directly via bootstrap sampling (nicotine) or a constant number of times (UVPM) as input to the models. As in SWs, individuals from smoking homes (SHs) experienced greater exposure in NSWs to both nicotine and UVPM than did individuals from nonsmoking homes (NSH; P<0.001 ). The distributions of modeled nicotine dose and UVPM lung burden were highly skewed, with most individuals receiving relatively low exposure to ETS in the workplace. Comparing doses from NSWs modeled here to doses from SWs modeled previously, less difference between smoking and NSWs was apparent in UVPM levels than in nicotine levels. For average exposure, UVPM alveolar lung burdens were approximately 10-fold higher in smoking than NSWs, while average nicotine doses were 20-25 times higher in smoking than NSWs. These findings are in the range observed by other investigators and are partly explained by very low denominators in the ratios (i.e., very low levels experienced in NSWs). For upper bound exposure, the nonsmoking-to-smoking ratios remained about the same for UVPM. For nicotine, the upper bound ratios remained the same for people from NSHs but were halved for people from SHs.

Adult↗

PubMed2002

The process and impact of workplace change: a business unit in the NSW public hospital sector.

Over the last decade most of the debate regarding workplace reforms in the health sector has tended to centre on funding and activity levels and their impact on outcomes. Yet there has been little analysis of either the mechanisms by which these reforms have been introduced or their impact on the work life of employees. It is the intention of this paper to analyse the mechanism used to implement workplace change and the impact of that change on employees using a case study method. The paper will firstly identify the various mechanisms by which workplace change may be introduced and provide a brief background on the case study unit. The following sections will discuss the development and implementation of a performance management system, using an informal workplace consultation and negotiation mechanism. The final section will explore the impact of the change mechanism by analysing the objectives of the organisation. The paper, in conclusion, will argue that while the mechanism and the introduction of this instance of workplace change did not in the long term achieve the desired objectives as a specific management tool it has had an ongoing impact on managers, employees and the workplace. The paper draws on evidence from related literature, analysis of primary documents and 10 semi-structured interviews. Data collection, including the interviews with employees and managers, was conducted primarily during the second half of 2001, as part of a broader research project on bargaining structures and workplace change.

Attitude of Health Personnel↗

PubMed2004

Current status of programmes to measure and reduce radon exposure in Irish workplaces.

National legislation, which implements European Council Directive 96/29/EURATOM in Ireland, sets a reference level of 400 Bq m(-3) averaged over any 3 month period for radon exposure in the workplace and also empowers the Radiological Protection Institute of Ireland to direct employers to have radon measurements carried out. This legislation came into effect in May 2000. Radon measurements have already been completed in show caves and other underground workplaces. Between 1998 and 2001, over 33 800 individual radon measurements were carried out in all ground floor offices and classrooms in 3444 schools nationwide as part of a programme undertaken jointly with the Department of Education and Science. Where the average indoor radon concentration in one or more rooms exceeded 200 Bq m(-3), remedial measures were implemented. For concentrations up to 400 Bq m(-3) this involved increased ventilation while for higher concentrations an active sump was normally installed. The results of the survey, as well as the effectiveness of the different remedial strategies, are discussed. In the case of other above ground workplaces, different approaches have been adopted. As a first step, workplaces in two known high radon areas were directed to have radon measurements carried out. This programme had limited success because of problems in obtaining accurate workplace databases and a general lack of awareness on the part of employers of the issues involved. From a sample of 2610 employers directed to measure radon, only 408 actually completed measurements and 37 workplaces were identified as having average 3 month average radon concentrations above 400 Bq m(-3). A total of 1356 employers ignored all correspondence, some of which was sent by registered post and signed for on receipt. Current initiatives are focused on the provision of information and include newspaper advertising as well as publications aimed specifically at both employer and employee representative groups. The ability to provide accurate information that encourages both measurement and remediation is seen as central to an effective radon workplace programme.

Environmental Exposure↗

PubMed2001

Homicide on the job: workplace and community determinants.

Homicide is the second leading cause of death on the job for workers in the United States. To identify workplace-level predictors of homicide risk, a case-control study of worker killings in North Carolina in 1994-1998 was conducted. Workplaces were the units of analysis: case workplaces (n = 105) were those where a worker was killed during the study period, while controls (n = 210) were a density sample of North Carolina workplaces, matched on time and industry sector. Potential risk and protective factors were assessed in telephone interviews with workplace managers. Associations were measured by the exposure odds ratio and 95% confidence interval, estimated via conditional logistic regression. Characteristics associated with notably higher risk included being at the current location for 2 years or less (odds ratio (OR) = 5.3, 95% confidence interval (CI): 2.2, 12.6), having only one worker (OR = 2.9, 95% CI: 1.2, 7.2), and having night (OR = 4.9, 95% CI: 2.7, 8.8) or Saturday (OR = 4.2, 95% CI: 1.9, 9.2) hours. Workplaces with only male employees (OR = 3.1, 95% CI: 1.5, 6.5) or with African-American or Asian employees were also more likely to experience a killing. While few of the preceding risk factors are directly modifiable through workplace interventions, it is important to identify them before developing or evaluating preventive measures.

Case-Control Studies↗

PubMed2004

Does the Heartbeat Award scheme in England result in change in dietary behaviour in the workplace?

The Heartbeat Award (HBA) scheme is a national nutrition labelling scheme that operates throughout England. The aim of this study was to assess whether the implementation of the HBA scheme in the workplace results in an improvement in eating habits at work. A longitudinal survey of employees using a structured questionnaire pre- and post-HBA intervention in six workplaces in Leicestershire, England, was conducted. A qualitative food frequency questionnaire was used to assess dietary behaviour 6 months before the scheme was implemented and 6 months afterwards. Four HBA workplaces (n = 453 employees) were compared with two comparison workplaces (n = 124 employees). The outcome measures for dietary change were consumption of 20 food items, i.e. 16 food-frequency and four food-type items. Changes in pre-intervention data compared with post-intervention data evaluated the impact of the HBA on eating habits. Differences were considered statistically different at the p < 0.05 level. Crude and adjusted odds ratios were used to assess differences in change in dietary behaviour between the intervention and comparison workplaces. The results showed that there was significantly more positive change in intervention workplaces only (i.e. the changes were not detected in the comparison workplaces) for four of the 20 food items tested: increase in consumption of fruit (p = 0.029); reduction in consumption of fried foods (p = 0.044) and sweet puddings (p = 0.042); and change to lower fat milks (p = 0.034). In conclusion, the HBA had a modest impact on dietary intake, resulting in a significant positive change in four out of 20 foods consumed by employees in HBA-holding premises.

Adult↗

PubMed1999

The organizational context of non-lethal workplace violence: its interpersonal, temporal, and spatial correlates.

This article examines 993 violent incidents involving faculty, students, and staff that occurred at a highly ranked teaching and research university and its affiliated medical center. Violent incidents were included in the sample if they involved faculty, students, or staff, regardless of their specific location or context (i.e., whether they occurred on campus and/or off-campus and whether they occurred within the context of work or some other activity). The theoretical goal of the project was to compare work-related incidents with non-work-related incidents of interpersonal violence occurring in a single, multifunctioning, and professionally hierarchical organization. Data were collected over a 7-year period from three police departments (city, county, and university), university records, and criminal history records obtained from the state police. The coding protocol was developed to capture crime-scene information pertinent to each of the incidents. This included information about the victim, the perpetrator, the relationship between the victim and perpetrator, and the violent incident. The data were examined using nonparametric statistics and logistic regression to model predictive differences between the workplace and non-workplace incidents. The results suggest that the workplace incidents of violence differ from the non-workplace incidents according to their time, victim age, degree of victim injury, and whether the workplace is a medical location. The authors conclude that these differences are better explained by the movement of people in and out of the workplace who bring societal violence with them, rather than by a category or type of workplace violence.

Adult↗