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PubMed2006

Multilevel analysis of workplace and individual risk factors for long-term sickness absence.

OBJECTIVE: The objective of this study was to examine if psychosocial and physical work-environment factors predict long-term sickness absence (>8 weeks) at both the individual and the workplace level. MATERIAL AND METHODS: Data were collected in a prospective study in 52 Danish workplaces. Psychosocial factors were aggregated as workplace means. We used multilevel logistic regression models with psychosocial factors as predictors of long-term sickness absence over 5 years based on data from a national absence register. RESULTS: Long-term sickness absence was predicted by physical work-environment factors at the individual level and psychosocial work environment factors at the workplace level. Interaction between the individual physical and workplace-level psychosocial risk factors was found. CONCLUSION: Workplace-based absence reduction interventions can be enhanced by concurrently addressing the individual and the workplace level.

Absenteeism↗

PubMed2006

Internship workplace preferences of final-year medical students at Zagreb University Medical School, Croatia: all roads lead to Zagreb.

BACKGROUND: Human resources management in health often encounters problems related to workforce geographical distribution. The aim of this study was to investigate the internship workplace preferences of final-year medical students and the reasons associated with their choices. METHOD: A total of 204 out of 240 final-year medical students at Zagreb University Medical School, Croatia, were surveyed a few months before graduation. We collected data on each student's background, workplace preference, academic performance and emigration preferences. Logistic regression was used to analyse the factors underlying internship workplace preference, classified into two categories: Zagreb versus other areas. RESULTS: Only 39 respondents (19.1%) wanted to obtain internships outside Zagreb, the Croatian capital. Gender and age were not significantly associated with internship workplace preference. A single predictor variable significantly contributed to the logistic regression model: students who believed they would not get the desired specialty more often chose Zagreb as a preferred internship workplace (odds ratio 0.32, 95% CI 0.12-0.86). CONCLUSION: A strong preference for Zagreb as an internship workplace was recorded. Uncertainty about getting the desired specialty was associated with choosing Zagreb as a workplace, possibly due to more extensive and diverse job opportunities.

Journal Article↗

PubMed2004

Lower vapor concentrations in solvent workplaces in larger-scale enterprises than in smaller-scale enterprises, and exceptions.

The aim of the present study was to investigate the relationship between environmental vapor concentrations in organic solvent workplaces and size of enterprises, and to examine if occupational hygiene conditions were better in larger-scale enterprises. For this purpose, a total of 3,567 solvent workplaces were surveyed for environmental solvent vapor concentrations in 1999 to 2002. The results were classified by the size of enterprises (taking the number of employees as an indicator) and by the type of solvent work. It was observed that the vapor concentration in a typical small-scale enterprise was approximately three times as high as that in the large-scale enterprise, although the administrative control levels were not exceeded in general. The proportion of testing and research work (with less use of organic solvents and thus low vapor concentrations) among all solvent workplaces was higher in large-scale enterprises than in small-scale enterprises. The vapor concentrations in this type of workplace did not differ however irrespective of the enterprise size. Further comparison in various types of solvent workplaces disclosed similar size-dependent difference in workplaces for degreasing, cleaning, wiping, printing, and surface coating. In painting and solvent-drying work, in contrast, there was no difference in environmental concentration regardless of the size of enterprises, possibly because environmental improvement of this type of workplaces was technically more difficult than others. Thus, it was concluded that large-scale enterprises generally had better control of work environments than small-scale enterprises, with possible exceptions of painting work and solvent-drying work.

Air Pollutants, Occupational↗

PubMedDate not supplied

Prevalence of dust-mite allergens in homes and workplaces of the Upper Connecticut River Valley of New England.

This study sought to determine the relative abundance and seasonal variation of Dermatophagoides farinae and D pteronyssinus allergens in homes and workplaces of the Upper Connecticut River Valley of New England. Dust samples were obtained from 15 homes and 23 carpeted workplaces in public buildings. Half the samples were collected in June 1990 and half in September 1990. D pteronyssinus and D farinae content of the samples were determined by enzyme-linked immunosorbent assay (ELISA). This observational study of homes and workplaces found a predominance of D pteronyssinus allergens in both homes and workplaces; a marked seasonal increase in total Dermatophagoides group I allergens from June to September; and only very low levels of allergens in workplaces. Workplaces seem an unlikely source of significant dust-mite allergen exposure, and workplace exposure does not negate efforts at home dust control by affected patients in this region.

Air Pollution, Indoor↗

PubMed2002

[HIV/AIDS in the workplace. Practical recommendations of the International Labor Organization].

There are now some 36 million people in the world infected with HIV/AIDS. It is estimated that more than 23 million of them are economically active, including 642,000 persons in Latin America and the Caribbean. In the workplace, HIV/AIDS reduces incomes, imposes added costs on companies, and undermines fundamental labor laws due to the discrimination and rejection that infected individuals suffer. In response, the International Labor Organization (ILO) has produced a document entitled An ILO code of practice on HIV/AIDS and the world of work, which is summarized in this piece. The ILO document aims to help those in the workplace to cope with the HIV/AIDS epidemic through a set of guidelines related to: (a) preventing infection, (b) managing and reducing the impact that HIV/AIDS has on the workplace, (c) delivering care and support for infected workers and, in general, to all the people affected by this epidemic, and (d) eliminating discrimination against persons who are infected or are suspected of being infected. The ILO Code is intended to help in preparing and adopting specific measures in the workplace, thus promoting dialogue and other forms of cooperation among the government, employers, workers and their representatives, workplace health and safety officers, HIV/AIDS specialists, and other interested parties. The intention is also for the Code recommendations to be implemented and integrated with national laws, policies, and programs; company or business agreements; and workplace policies and action plans. This ILO Code is an important step in the struggle against HIV/AIDS. Aimed at governments, employers, and workers throughout the world, the Code recommendations constitute a useful tool in addressing the problem of HIV/AIDS in the workplace, in a just manner. As a "motor" of society, work cannot remain separated from issues of such great social impact.

Acquired Immunodeficiency Syndrome↗

PubMed1992

Restrictive workplace smoking policies: impact on nonsmokers' tobacco exposure.

The health consequences of exposure to environmental tobacco smoke (ETS) are well documented. Although nonsmokers are generally aware of the health risks of ETS exposure, the majority of nonsmokers are regularly exposed. The most common source of exposure is the workplace. Restrictive workplace smoking policies are being used as a primary means of reducing ETS exposure. However, few studies have focused on the relation between workplace policy and ETS exposure. We performed two studies which examined the relationship between smoking policy, self-reported ETS exposure, and salivary cotinine concentrations. Study I, a pilot study, focused on a workplace-based sample of 106 volunteers; Study 2 examined exposure among 881 nonsmokers in workplace settings. In both studies, more restrictive workplace smoking policies were associated with a lower proportion of nonsmoking volunteers with detectable salivary cotinine. In Study 2, the larger study, the only other variable found to be significantly related to cotinine detection was the presence of smokers in the home. These results suggest that restrictive workplace smoking policies may reduce employees' overall ETS exposure.

Adult↗

PubMed2026

From fear to empowerment: the impact of employees AI awareness on workplace well-being - a new insight from the JD-R model.

PURPOSE: The primary purpose of the study was to explore the impact of health workers' awareness of artificial intelligence (AI) on their workplace well-being, addressing a critical gap in the literature. By examining this relationship through the lens of the Job demands-resources (JD-R) model, the study aimed to provide insights into how health workers' perceptions of AI integration in their jobs and careers could influence their informal learning behaviour and, consequently, their overall well-being in the workplace. The study's findings could inform strategies for supporting healthcare workers during technological transformations. DESIGN/METHODOLOGY/APPROACH: The study employed a quantitative research design using a survey methodology to collect data from 420 health workers across 10 hospitals in Ghana that have adopted AI technologies. The study was analysed using OLS and structural equation modelling. FINDINGS: The study findings revealed that health workers' AI awareness positively impacts their informal learning behaviour at the workplace. Again, informal learning behaviour positively impacts health workers' workplace well-being. Moreover, informal learning behaviour mediates the relationship between health workers' AI awareness and workplace wellbeing. Furthermore, employee learning orientation was found to strengthen the effect of AI awareness on informal learning behaviour. RESEARCH LIMITATIONS/IMPLICATIONS: While the study provides valuable insights, it is important to acknowledge its limitations. The study was conducted in a specific context (Ghanaian hospitals adopting AI), which may limit the generalizability of the findings to other healthcare settings or industries. Self-reported data from the questionnaires may be subject to response biases, and the study did not account for potential confounding factors that could influence the relationships between the variables. PRACTICAL IMPLICATIONS: The study offers practical implications for healthcare organizations navigating the digital transformation era. By understanding the positive impact of health workers' AI awareness on their informal learning behaviour and well-being, organizations can prioritize initiatives that foster a learning-oriented culture and provide opportunities for informal learning. This could include implementing mentorship programs, encouraging knowledge-sharing among employees and offering training and development resources to help workers adapt to AI-driven changes. Additionally, the findings highlight the importance of promoting employee learning orientation, which can enhance the effectiveness of such initiatives. ORIGINALITY/VALUE: The study contributes to the existing literature by addressing a relatively unexplored area - the impact of AI awareness on healthcare workers' well-being. While previous research has focused on the potential job displacement effects of AI, this study takes a unique perspective by examining how health workers' perceptions of AI integration can shape their informal learning behaviour and, subsequently, their workplace well-being. By drawing on the JD-R model and incorporating employee learning orientation as a moderator, the study offers a novel theoretical framework for understanding the implications of AI adoption in healthcare organizations.

Humans↗

PubMed2000

Association between household and workplace smoking restrictions and adolescent smoking.

CONTEXT: Recent marked increases in adolescent smoking indicate a need for new prevention approaches. Whether workplace and home smoking restrictions play a role in such prevention is unknown. OBJECTIVE: To assess the association between workplace and home smoking restrictions and adolescent smoking. DESIGN, SETTING, AND SUBJECTS: Data were analyzed from 2 large national population-based surveys, the Current Population Surveys of 1992-1993 and 1995-1996, which included 17,185 adolescents aged 15 to 17 years. MAIN OUTCOME MEASURES: Smoking status of the adolescents surveyed, compared by presence of home and workplace smoking restrictions. RESULTS: After adjusting for demographics and other smokers in the household, adolescents who lived in smoke-free households were 74% (95% confidence interval [CI], 62%-88%) as likely to be smokers as adolescents who lived in households with no smoking restrictions. Similarly, adolescents who worked in smoke-free workplaces were 68% (95% CI, 51%-90%) as likely to be smokers as adolescents who worked in a workplace with no smoking restrictions. Adolescent smokers were 1.80 (95% CI, 1.23-2.65) times more likely to be former smokers if they lived in smoke-free homes. The most marked relationship of home smoking restrictions to current adolescent smoking occurred in households where all other members were never-smokers. Current smoking prevalence among adolescents in homes without smoking restrictions approached that among adolescents in homes with a current smoker but with smoking restrictions. CONCLUSIONS: Parents with minor children should be encouraged to adopt smoke-free homes. Smoke-free workplaces can also augment smoking prevention. These findings emphasize the importance of tobacco control strategies aimed at the entire population rather than at youth alone. JAMA. 2000;284:717-722

Adolescent↗

PubMed2001

Creating safer and healthier workplaces: role of organizational factors and job characteristics.

BACKGROUND: A comprehensive understanding of workplace organizational risk factors for illness and injury and interventions to alleviate these factors is important for workplace prevention efforts. METHODS: We summarize the evidence for the role of workplace organizational factors and work factors in occupational health and safety (OHS). To the extent possible, we concentrate on factors at the level of the workplace, rather than the level of the individual. RESULTS: Three types of outcomes are considered: injuries, ill-health, and musculoskeletal problems; and we note the evidence for their relationship to work. We review workplace interventions intended to alleviate each type of outcome and note methodological limitations of previous research. CONCLUSIONS: Despite the methodological limitations, the balance of the literature supports the work-relatedness of the three types of outcomes, although questions remain about exact mechanisms and the effectiveness of specific interventions. We discuss barriers to and incentives for creating safer and healthier workplaces.

Accidents, Occupational↗

PubMed2004

Predictors of smoke-free workplaces by employee characteristics: who is left unprotected?

BACKGROUND: Over the last decade, there has been steady progress in the adoption of workplace smoking policies in the United States. However, the benefits of a smoke-free workplace are not distributed equally among the workforce. METHODS: Data from 44,357 adults who reported that they work indoors were derived from an optional tobacco module on the 2001 Behavioral Risk Factor Surveillance System (BRFSS), administered by 25 states. Logistic regression was utilized to examine factors associated with the absence of a smoke-free workplace policy. RESULTS: Overall, 70.9% of respondents reported working under a smoke-free workplace policy. The likelihood of being protected by a smoke-free workplace policy was significantly lower among workers who were younger, male, non-white, engaged in heavy labor, earned less than 50,000 US dollars annually, had a high school education or less, smoked everyday, or worked in the South or Midwest. CONCLUSIONS: There remain considerable gaps in smoke-free workplace policy coverage.

Adult↗

PubMed1997

A multiyear workplace-monitoring program for refractory ceramic fibers: findings and conclusions.

Results of a monitoring program carried out by members of the Refractory Ceramic Fibers Coalition as part of a Consent Agreement with the U.S. Environmental Protection Agency to measure workplace concentrations of refractory ceramic fiber (RCF) are presented. More than 700 personal monitoring samples were collected and analyzed annually from workers in RCF production and processing plants, as well as from those employed by customers/end users. The data indicate that (i) approximately 90% of time-weighted average (TWA) workplace concentrations are below the industry's recommended exposure guideline of 1 fiber per cubic centimeter TWA; (ii) workplace concentrations vary with functional job category; (iii) concentrations are approximately lognormally distributed; (iv) workplace concentrations are generally decreasing; (v) there are significant differences in workplace concentrations among plants operated by both RCF producers and customers; (vi) equations can be developed to interconvert data analyzed using different measurement techniques and counting rules; (vii) usage of respirators varies with the functional job category of the worker and the average fiber concentration; and (viii) workplace samples differ from those used in animal inhalation experiments in terms of the ratio of respirable particles to fibers.

Ceramics↗

PubMed2005

Secondhand smoke exposure in the workplace.

BACKGROUND: Currently, there is little understanding of the relationship between the strength of workplace smoking policies and the likelihood and duration, not just the likelihood, of exposure to secondhand smoke at work. METHODS: This study assessed self-reported exposure to secondhand smoke at work in hours per week among a cross-sectional sample of 3650 Massachusetts adults who were employed primarily at a single worksite outside the home that was not mainly outdoors. The sample data were from a larger longitudinal study designed to examine the effect of community-based tobacco control interventions on adult and youth smoking behavior. Participants were identified through a random-digit-dialing telephone survey. Multiple logistic regression and zero-inflated negative binomial regression models were used to estimate the independent effect of workplace smoking policies on the likelihood and duration of exposure to secondhand smoke. RESULTS: Compared to employees whose workplace banned smoking completely, those whose workplace provided designated smoking areas had 2.9 times the odds of being exposed to secondhand smoke and 1.74 times the duration of exposure, while those with no restrictions had 10.27 times the odds of being exposed and 6.34 times the duration of exposure. CONCLUSIONS: Workplace smoking policies substantially reduce the likelihood of self-reported secondhand smoke exposure among employees in the workplace and also greatly affect the duration of exposure.

Adult↗

PubMed2005

Details of the initial management of cardiac arrest occurring in the workplace in a French urban area.

INTRODUCTION: Our goal was to evaluate the details and management of cardiac arrest (CA) occurring in the working environment. MATERIALS AND METHODS: We conducted a 10-year retrospective study based on the medical records of the Garches mobile intensive care unit. CA occurring in the workplace ("Inside W." group) was matched with two CA outside the workplace ("Outside W." group), with regard to sex, age and year of occurrence. The Chain of Survival and prognosis factors were analysed in a bi-multivariate analysis. RESULTS: From 1993 to 2002, 72 CA were included in the "Inside W." group, with 79% arising from suspected cardiac aetiology (there was a similar proportion in the "Outside W." group). Some variables in the cardiac aetiology patients were higher in the "Inside W." group compared to the "Outside W." group (P < 0.05): early external chest compression [(ECC), 37%, n = 20 versus 16%, n = 16)] and ventricular fibrillation as initial recorded rhythm (40%, n = 33 versus 16%, n = 16). The proportion of use of automated external defibrillator (AED) was similar in the two groups. The workplace was not associated with a better outcome, with 9% patients discharged alive compared to 4% n = 6, P > 0.05. Early ECC and defibrillation attempted with an AED were associated with patients discharged alive from the intensive care unit in a multivariate analysis (P < 0.05), but not the workplace and cardiac aetiology. CONCLUSION: Although our study did not support that concept that the workplace was a safer place, there was a better chain of survival for CA applied within workplace settings. Basic Life Support teaching and installation of AEDs could be helpful, though further cost-effectiveness studies are needed.

Adult↗

PubMed2000

Sexual identity and alcohol-related outcomes: contributions of workplace harassment.

PURPOSE: While workplace sexual harassment has received a great deal of attention in both the popular media and scientific literature, less attention has been directed to the differential occurrence of sexual harassment among lesbians, gay men, and heterosexual men and women, and the relationships between these experiences and alcohol-related outcomes. Additionally, the distribution of alcohol-related outcomes of non-sexual forms of workplace harassment among these groups have not been adequately explored. METHOD: Using data from a university-based study of workplace harassment and alcohol use (N = 2492), we focus on exposure to workplace harassment and alcohol-related outcomes for lesbians, gay men, and bisexuals compared to heterosexual men and women. RESULTS: Lesbian/bisexual women did not differ significantly from heterosexual women in their experiences of workplace harassment. However, stronger linkages between harassment and increased alcohol consumption and problems were found for lesbian and bisexual women than for heterosexual women. Gay/bisexual men, on the other hand, experienced significantly more sexual harassment than heterosexual men, but did not report a corresponding increase in alcohol use and abuse. IMPLICATIONS: Implications for future research on sexual identity, alcohol use, and workplace harassment are discussed.

Adaptation, Psychological↗

PubMed2001

Workplace tobacco policy: progress on a winding road.

This is a report of a pre- and post-intervention telephone survey to track changes in workplace tobacco policy in Pima County, Arizona, from 1997 to 1999. During this period, an extensive effort was made to assist workplaces to establish and enforce formal tobacco use policies. A random sample of 1134 workplaces, stratified by workforce size, was surveyed in 1997. Complete interviews were conducted with 934 (82.4%) workplaces. All 934 workplaces were contacted for the follow-up survey that was conducted in 1999. Of these, 824 (88.2%) completed follow-up surveys. The analyses presented were conducted on businesses that were included in both the baseline and follow-up surveys, and that reported having at least one employee on-site (n = 813). Tobacco policies and smoke-free policies were more likely to be found in larger businesses and businesses with a predominantly female workforce. There was no clear policy progression from having no policy, to having a policy, to becoming smoke-free. There was a small but significant overall decrease (4.8%) in the proportion of businesses having policies in the last two years. We found that 10.3% (75) of businesses that had policies in 1997 had dropped their policies by 1999, and that 13.4% (73) of worksites that were smoke-free in 1997 retained tobacco policies but were not smoke-free in 1999. However, formalization of policy in writing and the number of enforcement strategies utilized increased. These findings suggest that efforts to encourage businesses to establish workplace tobacco policies must be sustained even after policies have been established.

Arizona↗

PubMed2002

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

Long-term Therapeutic Workplace effects were evaluated in heroin- and cocaine-dependent, unemployed, treatment-resistant young mothers. Participants were paid to work or to train in the Therapeutic Workplace but had to provide drug-free urine samples to gain daily access. Participants (N = 40) were randomly assigned to a Therapeutic Workplace or usual care control group. Therapeutic Workplace participants could work for 3 years. Relative to controls, Therapeutic Workplace participants increased cocaine (28% vs. 54% negative; p = .04) and opiate (37% vs. 60% negative; p = .05) abstinence on the basis of monthly urine samples collected until 3 years after intake. The Therapeutic Workplace can be an effective long-term treatment of cocaine and heroin addiction in poor and chronically unemployed young mothers.

Adolescent↗

PubMed2005

Experiences of workplace bullying in a rural area.

Employed people spend most of their waking hours in workplaces, but sometimes workplaces are made unbearable by bullying. This study examined how 21 people experienced workplace bullying in a rural and small city context and explored strategies for stopping workplace abuse. The research method of the learning circle was used because of its potential to reduce the isolation typically experienced by targets of workplace bullying, and its potential for peer dialogue and learning. This paper focuses on signs and experiences of workplace bullying, a phenomenon which produces both physical and emotional symptoms and often requires counseling.

Adult↗

PubMed2005

Disability management practices in Ontario workplaces: employees' perceptions.

PURPOSE: The purpose of this study was to obtain employees' perceptions about disability management (DM) at their workplaces. METHODS: Data were obtained from focus group interviews and individual telephone interviews with 58 employees who had sustained a work-related injury or disability in Ontario, Canada. Participants also completed a 22-item Organizational Policies and Practices (OPP) Questionnaire that asked questions about workplace DM practices. RESULTS: Respondents emphasized the need for job accommodation, the importance of open and clear communication and the necessity of job retraining. The provision of ergonomic modifications to their worksites and the development of meaningful and specific DM policies and procedures were seen as key to a comprehensive workplace DM program. Education about health and safety also was identified as an important component of creating a supportive workplace environment. The OPP questionnaire showed good internal consistency (Cronbach's alpha=0.95) and discriminant validity. CONCLUSION: This study demonstrates the importance of workplaces communicating with their employees and respecting their opinions when establishing and carrying out DM policies and practices. The OPP Questionnaire is useful in determining how DM is managed in the workplace.

Adult↗