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Workplace threats to health and job turnover among women workers.

Is job turnover related to concern about workplace health risks? Using data from a national sample of working women, we examined the relationships among workplace risk communications, worker concerns about workplace threats from hazardous substances, indoor air quality, and job change. Eight percent reported changing a job as a result of concern over workplace threats to health. Previous workplace injury predicted concern about hazardous materials and indoor air quality as well as job change, but employer communication about workplace health risks was associated with less job change and less concern about indoor air quality. Women worry about workplace threats to their health enough to change their jobs, but employers may have the power to cut turnover costs and reduce disruption to workers' lives through the use of risk communication programs.

Adult↗

Workplace levels of psychosocial factors as prospective predictors of registered sickness absence.

OBJECTIVE: We sought to investigate whether workplace levels of psychosocial work environment factors predict individual sickness absence. METHODS: Data were collected in a prospective study in 52 Danish workplaces in three organizations: municipal care, technical services, and a pharmaceutical company. Psychosocial factors were aggregated as workplace means. We used multilevel Poisson regression models with psychosocial factors as predictors and individual level sickness absence from absence registries as outcome. RESULTS: High workplace levels of decision authority predicted low sickness absence in the technical services (rate ratio = 0.66, 95% confidence interval = 0.51-0.86) and high workplace levels of skill discretion predicted low sickness absence in the pharmaceutical company (rate ratio = 0.74, 95% confidence interval = 0.62-0.88) after control for relevant confounders. Workplaces in municipal care did not differ with respect to the psychosocial factors. CONCLUSIONS: Psychosocial factors at the workplace level may be important predictors of sickness absence.

Absenteeism↗

Social inclusion in workplaces where people with intellectual disabilities are employed: implications for supported employment professionals.

This research investigated elements of workplace culture across eight New Zealand workplaces where people with intellectual disability were employed. Using a semi-structured interview format, eight employers were surveyed, and variations in job entry procedures, orientation and training, company policies, job design, customs and practice, and social opportunities were examined. Factors influencing inclusion in the workplace culture of a total of 16 employees, eight supported employees and eight co-workers without disabilities, were identified and compared. The findings indicated that supported workers had a lower level of inclusion than co-workers. Several factors influencing inclusion of employees in the workplace culture were identified; full-time vs. part-time, level of employment support, limiting expectations and employer/co-worker attitudes. The use of a workplace culture survey by supported employment professionals has several benefits, including the identification of potentially inclusive workplaces, the facilitation of a good person and workplace environment match, the possibility of monitoring inclusion levels, encouragement of full work shift placements, and the provision of effective support on the job.

Humans↗

Labour-management forums and workplace performance. Evidence from union officials in health care organizations.

Many health care workplaces are adopting more cooperative labour-management relations, spurred in part by sweeping changes in the economic environment that have occurred over the last decade. Labour-management cooperation is seen as essential if health care organizations are to achieve their valued performance objectives. Joint labour-management committees (LMCs) have been adopted in many health care workplaces as a means of achieving better industrial relations. Using data from a sample of Canadian union leaders in the health care sector, this paper examines the impact of labour-management forums and labour climate on employee and organizational outcomes. Research results suggest that labour climate is less important in predicting workplace performance (and change in workplace performance) than is the number of LMCs in operation. However, labour climate is found to be at least as important in predicting union member satisfaction (and change in member satisfaction) as is the wide adoption of LMCs in operation. These findings are consistent with the notion that the greater use of LMCs is associated with augmented workplace performance (and a positive change in workplace performance), notwithstanding the contribution of the labour climate in the workplace.

Attitude to Health↗

Experience-based learning: a model linking the processes and outcomes of medical students' workplace learning.

OBJECTIVE: To develop a model linking the processes and outcomes of workplace learning. METHODS: We synthesised a model from grounded theory analysis of group discussions before and after experimental strengthening of medical students' workplace learning. The research was conducted within a problem-based clinical curriculum with little early workplace experience, involving 24 junior and 12 senior medical students. RESULTS: To reach their ultimate goal of helping patients, medical students must develop 2 qualities. One is practical competence; the other is a state of mind that includes confidence, motivation and a sense of professional identity. These 2 qualities reinforce one another. The core process of clinical workplace learning involves 'participation in practice', which evolves along a spectrum from passive observation to performance. Practitioners help students participate by being both supportive and challenging. The presentation of clear learning objectives and continuous periods of attachment that are as personal to the student(s) and practitioner(s) as possible promote workplace learning. CONCLUSIONS: The core condition for clinical workplace learning is 'supported participation', the various outcomes of which are mutually reinforcing and also reinforce students' ability to participate in further practice. This synthesis has 2 important implications for contemporary medical education: any reduction in medical students' participation in clinical practice that results from the patient safety agenda and expanded numbers of medical students is likely to have an adverse effect on learning, and the construct of 'self-directed learning', which our respondents too often found synonymous with 'lack of support', should be applied with very great caution to medical students' learning in clinical workplaces.

Attitude of Health Personnel↗

Workplace violence in Queensland, Australia: the results of a comparative study.

This paper presents the results on workplace violence from a larger study undertaken in 2004. Comparison is made with the results of a similar study undertaken in 2001. The study involved the random sampling of 3,000 nurses from the Queensland Nurses' Union's membership in the public (acute hospital and community nursing), private (acute hospital and domiciliary nursing) and aged care (both public and private aged care facilities) sectors. The self-reported results suggest an increase in workplace violence in all three sectors. Although there are differences in the sources of workplace violence across the sectors, the major causes of workplace violence are: clients/patients, visitors/relatives, other nurses, nursing management and medical practitioners. Associations were also found between workplace violence and gender, the designation of the nurse, hours of employment, the age of the nurse, morale and perceptions of workplace safety. Although the majority of nurses reported that policies were in place for the management of workplace violence, these policies were not always adequate.

Age Distribution↗

Swedish dental hygienists' preferences for workplace improvement and continuing professional development.

UNLABELLED: The present study examined factors for workplace improvement and continuing professional development (CPD) for Swedish dental hygienists. Seventy-one per cent of 577 randomly selected members of Sweden's Dental Hygienist Association responded to a questionnaire. The chi-square test, Spearman's rank correlation, and multiple stepwise logistic regression modelling were used in the statistical analysis. The results showed that dental hygienists having more than 10 sick days annually and with a strong commitment to their work increased the preference for workplace improvements, such as peer recognition of dental hygienists' professional qualifications, clinical process quality, and time for reading research articles and participating in projects. In addition, dental hygienists in the 41-52 age group were associated with workplace improvements. This is in contrast to the factors that decreased preferences for workplace improvements: clear work roles, a 1-year training programme, a male clinic manager, and working in the private sector. Practicing dental hygiene in the public sector and lifestyle factors were the most influential determinants for a strong interest in CPD. CONCLUSION: Workplaces should observe people that are obviously committed to their work, those with many sick days, and those in a specific age group, as they indicate different preferences for workplace improvements. CPD seems to be a lower priority than workplace improvements for Swedish dental hygienists.

Adult↗

Effect of smoke-free workplaces on smoking behaviour: systematic review.

OBJECTIVE: To quantify the effects of smoke-free workplaces on smoking in employees and compare these effects to those achieved through tax increases. DESIGN: Systematic review with a random effects meta-analysis. STUDY SELECTION: 26 studies on the effects of smoke-free workplaces. SETTING: Workplaces in the United States, Australia, Canada, and Germany. PARTICIPANTS: Employees in unrestricted and totally smoke-free workplaces. MAIN OUTCOME MEASURES: Daily cigarette consumption (per smoker and per employee) and smoking prevalence. RESULTS: Totally smoke-free workplaces are associated with reductions in prevalence of smoking of 3.8% (95% confidence interval 2.8% to 4.7%) and 3.1 (2.4 to 3.8) fewer cigarettes smoked per day per continuing smoker. Combination of the effects of reduced prevalence and lower consumption per continuing smoker yields a mean reduction of 1.3 cigarettes per day per employee, which corresponds to a relative reduction of 29%. To achieve similar reductions the tax on a pack of cigarettes would have to increase from $0.76 to $3.05 (0.78 euro to 3.14 euro) in the United States and from 3.44 pounds sterling to 6.59 pounds sterling (5.32 euro to 10.20 euro) in the United Kingdom. If all workplaces became smoke-free, consumption per capita in the entire population would drop by 4.5% in the United States and 7.6% in the United Kingdom, costing the tobacco industry $1.7 billion and 310 million pounds sterling annually in lost sales. To achieve similar reductions tax per pack would have to increase to $1.11 and 4.26 pounds sterling. CONCLUSIONS: Smoke-free workplaces not only protect non-smokers from the dangers of passive smoking, they also encourage smokers to quit or to reduce consumption.

Adolescent↗

Interpersonal awareness and smoking behavior in the workplace.

A questionnaire survey was conducted in small-scale production companies in Japan to examine "interpersonal awareness" and smoking behavior in the workplace. Interpersonal awareness (IA) of smokers is defined as awareness of other people's presence when smoking. Study participants were 1048 smokers and 744 nonsmokers, contrasted by worksite: office or production. Controlling for selected baseline variables, office work smokers, who smoked more in the workplace than production work smokers (77.4% vs 51.6%, p < .001), had a higher IA in the workplace (75.5% vs 58.9%, p < .001) but did not differ in IA at home (69.7% vs 66.0%). In male smokers of both worksites, degree of IA in the workplace correlated positively with that at home (rs = .36, p < .001, office; rs = .45, p < .001, production), and daily cigarette consumption correlated negatively with degree of IA at home (rs = -.44, p < .001, office; rs = -.17, p < .001, production). A predilection for smoking more at home than in the workplace correlated with higher IA in the workplace for male office smokers (rs = -.21, p < .01). In contrast, a predilection for smoking more at home than in the workplace correlated with lower degree of IA at home for production smokers of both sexes (rs = 20, p < .001, male; rs = .53, p < .05, female). Interpersonal awareness is deemed an important behavioral factor for smoking workers.

Adult↗

What does it take to transform mental health knowledge into workplace practice? Towards a theory of action.

The purpose of this discussion paper is to consider the question of a knowledge base that might undergird a systematic approach to transforming mental health knowledge into workplace practice. Drawing on a range of systems-change and related research, the paper begins by contrasting the nature of "workplace" as opposed to "mental health knowledge" systems. On the basis of the Luhmann's concepts, these systems are cast as fundamentally being determined by the types of communication in which they are engaged (business about business matters, and mental health about mental health matters). For information from one to be adopted by the other requires the translation of mental health concepts into language understood by the workplace, by people capable of understanding both. The paper then examines the importance of determining a vision of desired outcome from such knowledge transfer. What is the desired outcome? A workplace free of mental health problems? The role of both values and existing knowledge in determining these is outlined, along with the importance of engaging the most immediately involved actors in developing the vision. Because valid and reliable knowledge is central to the task, a framework is set out in which the most immediately relevant research findings might be considered in relation to each other. Three categories of knowledge are proposed: employer-led preventive measures, employee-focused workplace interventions and community-based resources supportive of workplaces. Knowledge drawn from summative analyses of existing research is matched against these three categories to illustrate the potential for guiding both implementation and research decision making.The final section draws together the key elements of an active approach to promoting and supporting knowledge transformation from mental health research to workplaces.

Health Promotion↗

The relationship of drinking and hangovers to workplace problems: an empirical study.

OBJECTIVE: This article reports on the relationship between drinking patterns and workplace problems in a manufacturing facility operated by a Fortune 500 industry. METHOD: The data come from a survey of 832 hourly employees (88% male) and from ethnographic research in the plant. This study is distinctive because it examined a large random sample of workers, rather than an impaired subpopulation. Moreover, the study is among the few that has asked employees how much they drank prior to and during working hours and how frequently they had been hungover at work. Respondents were also asked about their overall alcohol consumption and their experience of various problems in the workplace. RESULTS: Bivariate analyses indicated that overall drinking, heavy drinking outside of work, drinking at or just before work and coming to work hungover were related to the overall number of work problems experienced by respondents, and to specific problems such as conflicts with supervisors and falling asleep on the job. Multivariate analyses revealed that workplace drinking and coming to work hungover predicted work-related problems even when usual drinking patterns, heavy drinking and significant job characteristics and background variables were controlled. Overall drinking and heavy drinking outside the workplace did not predict workplace problems in the multivariate analyses. The analyses show that workplace problems were also related to age, gender, ethnicity, work shift and departments. Survey results are explicated with findings from a plant ethnography. CONCLUSIONS: Although the relationships are modest, they support the hypothesis that work-related drinking and hangovers at work are related to problems within the workplace and may lead to lowered productivity and morale.

Adult↗

Effects of web-based supervisor training on job stressors and psychological distress among workers: a workplace-based randomized controlled trial.

Using workplaces as a unit for randomization, a randomized controlled trial was conducted to determine the effects of web-based supervisor training on the subject of worksite mental health on job stressors, supervisor support and psychological distress among subordinate workers. A total of eight workplaces of a sales and service company were randomly assigned to either training workplaces or non-training workplaces. Supervisors (n=23) at the training workplaces participated in web-based self-learning training on worksite mental health; supervisors (n=23) at the non-training workplaces did not. A total of 81 subordinate workers under the trained supervisors (the intervention group) and 108 subordinate workers under the non-trained supervisors (the control group) completed the Brief Job Stress Questionnaire (BJSQ) at baseline and at a three-month follow-up. No significant intervention effect was observed for any scale of the BJSQ measuring job stressors, supervisor or coworker support, or psychological distress among subordinate workers (p<0.05). The item score of work autonomy changed very little in the intervention group, while it decreased in the control group during the follow-up period, yielding a significant intervention effect (p=0.02). The item score for a friendly atmosphere in the workplace increased in the intervention group, while the score remained stable in the control group, yielding a significant intervention effect (p=0.02). While the present study failed to show any clear effect of the web-based training of supervisors on reduction of job stressors, it may be useful for maintaining worker autonomy and improving the friendliness of the worksite atmosphere.

Female↗

An epidemiological study on the effectiveness of workplace smoking control programs.

The workplace is an important field for smoking control, but there are relatively few reports on the current situation of workplace smoking control with the exception of reports from North-American countries. The aim of this study was to evaluate the effectiveness of workplace smoking control programs on the smoking prevalence among Japanese workers. A self-administered questionnaire regarding workplace smoking control programs was sent to 531 workplaces and a total of 315 workplaces returned the questionnaire. The number of employees in the study sample was 57,051 males and 19,818 females. The restriction of smoking area and/or time was found to be associated with a 13.1% and 44.5% decrease in smoking prevalence for males and females, respectively. The data were also analyzed, restricting to the workers in manufacturing industry which constituted the largest part of workers, in order to control a possible confounding arising from different characteristics among different industries. Restriction of smoking area and/or smoking time gave the largest effects of 15.4% and 36.2% lower prevalence in males and females, respectively. The differences observed in all female workers combined for individual consultation for smokers were also identified. In conclusion, it is suggested that workplace smoking control programs are effective at lowering the prevalence of workers who smoke.

Adult↗

Increasing the health promotion practices of workplaces in Australia with a proactive telephone-based intervention.

PURPOSE: The aim of this study was to explore the potential effectiveness of a proactive telephone-based intervention in increasing workplace adoption of health promotion initiatives. METHODS: A telephone-based direct marketing strategy was used to contact a sample of Australian workplaces to encourage the adoption of health promotion initiatives. Workplaces were offered free services and resources designed to facilitate adoption of health promotion initiatives. RESULTS: A total of 227 (71%) workplaces provided informed consent to participate in both baseline and 4-year follow-up surveys. Significant increases were evident for seven of the eight health promotion initiatives. DISCUSSION: The findings of this study suggest that a proactive telephone-based intervention has the potential to be effective in increasing the prevalence of health promotion initiatives across a range of health topics in a large population of workplaces. Given the capacity to reach an entire population of workplaces, this approach represents a promising means of achieving the established potential of workplace health promotion.

Diffusion of Innovation↗

Current practice and experience in drug and alcohol testing in the workplace.

The present paper presents a review of the current practice and experience in drug and alcohol testing in the workplace, focusing primarily on the United States of America. After reviewing the history of workplace drug screening, the author describes the growth and impact of the drug-testing industry. He outlines the four most common rationales for workplace drug testing: safety, productivity, decreasing drug use and legislative/regulatory requirements. He summarizes the best studies on the prevalence of workplace drug testing in the United States and describes employer attitudes in that country. The author reviews in some detail the association between drugs, alcohol, occupational injuries and other adverse employment outcomes. He then reviews the literature on cost-benefit analysis of workplace drug testing. The author concludes that relatively little is known about the role of alcohol and drugs in the workplace. The important association between substance abuse and occupational injury has not been established. If there is such an association, it is much weaker than previously believed. The contradictory findings in different studies suggest that substance abuse may well play different roles in different occupational and cultural settings. Thus, caution should be exercised in transposing results from one setting to another. Finally, the review of cost-benefit analyses suggests that any economic analysis of workplace drug screening is likely to be greatly influenced by the prevalence of drugs in the population screened.

Accidents, Occupational↗

A workplace breast cancer screening program. Costs and components.

Screening for breast cancer can result in early detection of malignancies and lives saved. Many employers now offer periodic screening as an employee health benefit, and some have established screening programs in the workplace. This study was performed to identify the employer costs of breast cancer screening in the workplace, referrals for suspicious findings, and initial treatment of malignant disease. Additionally, the costs for these same services, had they been obtained outside of a workplace screening program, were estimated. Data on program components and associated costs for an established employer based breast cancer screening program were obtained. These costs were compared to those among a hypothetical cohort of women not enrolled in the workplace screening program. From 1989 through 1995, 1,416 women participated in the program. Nearly 2,500 screening mammograms and approximately 2,773 clinical breast examinations were performed, resulting in 292 referrals to physicians outside of the program for additional diagnostic procedures and treatment as needed. These referrals resulted in the detection of 12 malignancies: 8 Stage I; 3 Stage II; and 1 Stage III. Mammographic and clinical breast examination screening cost $249,041; referrals resulting in benign disease or no detectable disease cost $185,002; and referrals resulting in malignant disease, followed by initial treatment, cost $148,530. Therefore, the total cost was $582,573. Approximately 47% of the cost of referrals and initial treatment were due to employee lost productivity. Total cost in the hypothetical cohort was $1,067,948 under the assumptions that all women received screening outside of the workplace, and that the same number of malignancies were detected at the same stage as in the workplace program. These findings indicate referrals resulting in detection of benign disease or no disease accounted for a substantial proportion of the total cost of the program. In addition, employee lost productivity accounted for almost 50% of the cost of all referrals and initial treatment. Workplace screening is a relatively efficient approach for early detection of breast cancer when compared to off site screening or no screening. The efficiency could be improved with a reduction in the number and cost of unnecessary referrals.

Adult↗

The Workplace Exposure Assessment Expert System (WORKSPERT).

The fundamental principles of industrial hygiene are based upon the recognition, evaluation, and control of workplace hazards. Occupational safety and health professionals (e.g., industrial hygienists) perform this task by assessing numerous complex factors. In many situations industrial hygienists are not available; therefore, an expert system has been developed to assist the performance of workplace exposure assessments (WEAs). The Workplace Exposure Assessment Expert System (WORKSPERT) evaluates various hazardous substances, workplace conditions, and worker exposures for designated homogeneous exposure groups (HEGs). The three major components of WORKSPERT (i.e., substance, workplace, and exposure factors) are described by 27 multiple attribute variables. An air monitoring program (AMP) may be recommended for each HEG based upon the WEA. The AMP provides recommendations for an appropriate sampling strategy, sampling duration, multiple substance exposures, and number of samples to be obtained in the future. The use of WORKSPERT or other expert systems should never supersede the judgment of occupational safety and health professionals. However, WORKSPERT can be a valuable tool when used by knowledgeable, qualified technical professionals (e.g., safety and health specialists, chemists, engineers, and toxicologists) who understand the specific substance, workplace, and exposure factors for designated HEGs. WORKSPERT allows these people to benefit from the expertise of an industrial hygienist by performing systematic evaluations and obtaining recommendations for corrective actions or an AMP. The use of WORKSPERT to perform WEAs promotes the protection of workers from hazardous substances and assists compliance with occupational safety and health regulations. It also facilitates the communication of substance hazards, workplace controls, and worker exposures in a succinct manner.

Air Pollutants, Occupational↗

Workplace monitoring for exposures to radon and to other natural sources in Europe: integration of monitoring for internal and external exposures.

Part of the action of the EURADOS working group (European Radiation Dosimetry Group) on "Harmonisation of Individual Monitoring in Europe" was to investigate how the results from personal dosemeters for external radiation, from monitoring for internal exposure and from workplace monitoring, can be combined into a complete and consistent system of individual monitoring. To facilitate this work, the "EURADOS questionnaire Q3" relating to radon and other natural sources of radiation in the workplace was distributed to relevant institutes across Europe. A total of 24 countries replied to the questionnaire. This study offers an important overview on actual regulations, national standards and reference levels for protection of employees from radon and other natural sources in different workplace scenarios. Information was also collected on individual monitoring and area monitoring to determine individual doses in workplaces with elevated levels of natural radiation. The article discusses in detail the results obtained showing by country the reference level in workplaces for radon gas and other natural sources. In both instances, exposures in mines, other underground workplaces, industry workplaces/waterworks, offices, schools and day-care homes were considered. The resultant data clearly indicate that there is a need for harmonisation among countries, not least in the areas of regulation and use of reference levels in the workplace.

Background Radiation↗