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Results for “nontraditional work”

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At least 19 recordsLinked to original sources
PubMedDate not supplied

Nontraditional work factors in farmworker adolescent populations: implications for health research and interventions.

Agriculture has been documented to be one of the most hazardous work environments for both adults and children. Adolescents may be especially vulnerable to adverse health effects from agricultural exposures due to the rapid growth and development experienced during those years. Separating the occupational, economic, and social issues in this population is difficult. Weak regulatory protection, lack of compliance with existing regulations, and gaps in service provision characterize the working conditions of adolescent farmworkers. Although there is increasing research on the impact of work organization on mental and physical health in adult working populations, there is a scarcity of research focused on this concept in young workers--and it remains virtually unaddressed in young farmworkers. Work characteristics of the informal work sector, better delineated in international literature, should be considered when planning research or interventions in this at-risk population. Further, the population of adolescent farmworkers is diverse, and research strategies and interventions need to be targeted and tailored to the heterogeneous groups. This article addresses some of the nontraditional work factors associated with the less-than-formal work organization and environments in the farmworker adolescent population and how these factors may inform the planning of research and interventions. Specifically, mobility, cultural patterns and social networks, alternative sampling strategies, alternative delivery of health care and education, and involvement of a wide range of players in the work environment of adolescent farmworkers should all be considered when conducting research or planning programs for this population.

Adolescent↗
PubMed1997

Determining injury at work on the California death certificate.

OBJECTIVES: This study examined decisions of California Country Coroner's offices in determining injury at work and identified factors influencing this decision. METHODS: Surveys were sent to California County Coroner's offices (response rate = 93%). The survey included 23 vignettes that required the respondent to determine whether the fatality involved an injury at work. The Rasch method was used to determine internal consistency in endorsing vignettes and to determine overall endorsability of vignettes based on underlying factors. RESULTS: Respondents showed internal consistency but much disagreement in their endorsement of vignettes. Decedents who were performing paid work or were on their work site during working hours were almost unanimously endorsed as having incurred an injury at work. Non-payment, travel/transportation, suicide, and nontraditional work sites and work hours led to disagreement and uncertainty among respondents. CONCLUSIONS: Coroners have different methods of determining injury at work on the death certificate, and available guidelines do not define many of the ambiguous situations encountered by coroners.

Accidents, Occupational↗
PubMedDate not supplied

The alternative workplace: changing where and how people work.

Today many organizations, including AT&T and IBM, are pioneering the alternative workplace--the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. This is not a fad. Although estimates vary widely, it is safe to say that some 30 million to 40 million people in the United States are now either telecommuters or home-based workers. What motivates managers to examine how people spend their time at the office and where else they might do their work? Among the potential benefits for companies are reduced costs, increased productivity, and an edge in vying for and keeping talented employees. They can also capture government incentives and avoid costly sanctions. But at the same time, alternative workplace programs are not for everyone. Indeed, such programs can be difficult to adopt, even for those organizations that seem to be most suited to them. Ingrained behaviors and practical hurdles are hard to overcome. And the challenges of managing both the cultural changes and systems improvements required by an alternative workplace initiative are substantial. How should senior managers think about alternative workplace programs? What are the criteria for determining whether the alternative workplace is right for a given organization? What are the most common pitfalls in implementing alternative workplace programs? The author provides the answers to these questions in his examination of this new frontier of where and how people work.

Commerce↗
PubMed2003

Trends in on-call workload in an academic medical center radiology department 1998-20021.

RATIONALE AND OBJECTIVES: The workload in radiology departments is increasing rapidly. This study was designed to determine whether and to what extent the workload is being generated outside of traditional working hours (defined as 0800-1700 Monday thru Friday, excluding holidays). MATERIALS AND METHODS: Exam statistics were derived from the radiology department's automated examination scheduling and reporting system for four successive fiscal years. The distribution of the number of studies completed throughout the 24-hour day and the 7-day week was charted. RESULTS: A large proportion of studies are being completed outside of traditional working hours. Moreover, as the overall workload of the department increased, the proportion of studies being completed during nontraditional working hours was increasing at an even faster pace, particularly in the cross-sectional imaging modalities. Computed tomography, magnetic resonance imaging, and ultrasound have increased by 59%, 51%, and 30%, respectively, over 4 years. The on-call proportions have increased from 34% to 40% and 13% to 18% for computed tomography and ultrasound, respectively, over 4 years and from 44% to 50% for magnetic resonance imaging over 3 years. CONCLUSION: These trends have implications for radiologist and radiology technologist staffing. The department has already modified the scheduling of technologist staffing to provide in-house extended-hours coverage in most modalities. As the number of studies conducted outside of traditional working hours continues to expand and the demand for contemporaneous readings increases, radiologist staffing may need to be adjusted as well. Traditional on-call coverage may be insufficient to competently handle the growing workload. This may have particular implications for radiology residency programs.

Hospitals, University↗
PubMed1992

Professional advancement of women in health care management: a conceptual model.

Ragins and Sundstrom suggest three major conclusions based on power and gender differences within organizations. The first is that power develops or detracts as individuals progress along their career track. HIM professionals who accept the challenges that changing roles bring can also develop a new sensitivity to the value of power as a tool. They can use their negotiating skills to avoid being placed in work roles that result in a decrease in power. The second difference between men and women within organizations is that obstacles often impede women's career paths more than men's. Perceptions by women and men of a woman as homemaker and mother create serious conflicts when jobs are demanding and time intensive. Lastly, Ragins and Sundstrom suggest that career progression is influenced by both intrinsic factors (personal and professional) and extrinsic factors (organizational and interpersonal). The interaction between these factors is often driven by gender differences allowing men to progress and succeed, whereas women remain beneath the glass ceiling. HIM professionals, like other women health professionals, are graduating from advanced programs in health care and business administration at a greater rate than ever before in the history of this country. Not all these graduates will be able to acquire top-level administrative positions in the traditional health care institutions (e.g., hospitals). Therefore, if they wish to advance, they may have to move to nontraditional work settings. This is especially true for HIM professionals. The expanding computerized environment in traditional and nontraditional health care settings presents great potential for the development of new roles and responsibilities that have not been identified as male roles. HIM professionals and women in other health care professions who aspire to advance to upper administrative positions in traditional and nontraditional settings must be willing to take the risks inherent in assuming these changing roles and responsibilities. Successful women leaders in upper administrative positions recognize and take opportunities when they are offered and are not reluctant to assume more responsibilities and power in an organization. Lastly, if women are to move through the glass ceiling, health care institutions must become sensitized to the factors that prevent women's advancement and facilitate entry-level opportunities for women in administration. Continuing education and opportunities for mentoring and networking, combined with flexibility in work structures, will promote the integration of women at high administrative levels in health care, not only within their own professions, but in corporate health care as well.

Career Mobility↗
PubMed1990

Employment of occupational therapists in nontraditional settings.

From my personal experience as a therapist employed in a nontraditional setting, I have identified the skills and abilities of experienced occupational therapists that are germane to work in nontraditional settings or beyond the clinic walls. Our profession can benefit from therapists working in nontraditional settings by gaining recognition and influencing decision makers in ways that will benefit the clientele that occupational therapists serve.

Career Mobility↗
PubMed1990

The economics of dental hygiene work in traditional and nontraditional settings.

The information presented in this paper was obtained as part of an ongoing longitudinal study of 1982 dental hygiene graduates. This portion of the study was contracted by the American Dental Hygienists' Association and provides information about method and amount of remuneration, fringe benefits, pay increases, and amount of money generated from dental hygienists' services. Data presented here were collected at two points in time: September 1985 and September 1986. The September 1985 survey was returned by 850 dental hygienists (83%) and the September 1986 survey was completed by 766 subjects (77%). Data were analyzed for clinical dental hygienists working in traditional and nontraditional settings. Results showed that most dental hygienists were salaried (80% traditional, 100% nontraditional) with a 1985 mean annual income of $19,160 for traditional and $17,197 for nontraditional hygienists. The mean daily wage in 1986 was $106.27 for traditional and $85.12 for nontraditional hygienists. Nontraditional hygienists were more likely to have received a pay increase in the previous six months and to receive fringe benefits than were traditional hygienists. Wages earned and money generated from dental hygiene services varied greatly. On the average, hygienists' wages constituted about one-third of the fees their services generated.

Adult↗
PubMed2003

Draft framework for evaluating syndromic surveillance systems.

Interest in public health surveillance to detect outbreaks from terrorism is driving the exploration of nontraditional data sources and development of new performance priorities for surveillance systems. A draft framework for evaluating syndromic surveillance systems will help researchers and public health practitioners working on nontraditional surveillance to review their work in a systematic way and communicate their efforts. The framework will also guide public health practitioners in their efforts to compare and contrast aspects of syndromic surveillance systems and decide whether and how to develop and maintain such systems. In addition, a common framework will allow the identification and prioritization of research and evaluation needs. The evaluation framework is comprised of five components: a thorough description of the system (e.g., purpose, stakeholders, how the system works); system performance experience (e.g., usefulness, acceptability to stakeholders, generalizability to other settings, operating stability, costs); capacity for outbreak detection (e.g., flexibility to adapt to changing risks and data inputs, sensitivity to detect outbreaks, predictive value of system alarms for true outbreaks, timeliness of detection); assessment of data quality (e.g., representativeness of the population covered by the system, completeness of data capture, reliability of data captured over time); and conclusions and recommendations. The draft framework is intended to evolve into guidance to support public health practice for terrorism preparedness and outbreak detection.

Bioterrorism↗
PubMedDate not supplied

Nontraditional boys: a minority in need of reassessment.

Practitioners are often faced with a confusing state of affairs when working with nontraditional boys and their families. How existing theory, terminology, and assessment techniques contribute to this confusion is examined. Theoretical approaches and practical suggestions are offered to assist practitioners in working with these boys and their families.

Child↗
PubMed1994

Athletic trainers can impact health promotion and disease prevention.

With increasing numbers of athletic trainers working in nontraditional settings and the recognition of athletic trainers as allied health professionals, it is important that athletic trainers be knowledgeable about the health risks facing the nation in the 90s. Healthy People 2000: National Health Promotion and Disease Prevention Objectives contains 300 health objectives for the nation for the year 2000. Athletic trainers have a unique opportunity to assist other health professionals in implementing these health objectives and improving the quality of life of the citizens of the United States. In this article, I present a sample of the 300 health objectives for the nation and make suggestions regarding how athletic trainers can assist in the achievement and implementation of the objectives.

Journal Article↗
PubMed2000

Personality characteristics and coping styles of women working in and in training for nontraditional blue collar jobs.

43 women employed in nontraditional blue collar jobs were compared with 27 women in training for such jobs on a number of variables linked to job success and satisfaction. The purpose of the study was to determine whether women enter blue collar trades with characteristics that predispose them to successful work-role transitions or whether they adopt different coping styles and behavioral characteristics over time in order to fit into their work environments. Questionnaire packets that contained the Self-efficacy Scale, the Personal Assertion Analysis, the Ways of Coping Scale-Revised, and the Bem Sex Role Inventory were completed by 70 women. Participants in training were more androgynous and higher than expected on both problem-focused and emotion-focused coping. Possible explanations and suggestions for research are discussed.

Adaptation, Psychological↗
PubMed1983

Social work in dentistry.

This article describes social work in a nontraditional area. The author uses two case vignettes to present intervention at the micro level and then outlines change strategies in the institutional and cultural context of dental care. The author discusses active case finding, dynamics of the interdisciplinary team, consultation, and implications for policy development.

Aged↗
PubMed1990

The roles of other dental personnel in the patient care provided by dental hygienists in traditional and nontraditional settings.

The information presented in this paper was obtained as part of an ongoing longitudinal study of 1982 dental hygiene graduates. This portion of the study was contracted by the American Dental Hygienists' Association and investigated the roles of personnel other than the dental hygienist in dental hygiene patient care by collecting data on (1) the numbers of personnel by personnel category, (2) the activities that other personnel provide to assist the hygienist in providing care, (3) the frequency at which the dentist evaluates the hygienist's work and (4) the frequency at which the dentist examines the hygienist's patients. In September 1986, mail questionnaires were sent to a cohort of 1,008 dental hygienists who graduated in 1982. Responses were received from 766 subjects--a 76% response rate overall and 77% response rate from subjects with valid addresses. Data were analyzed for clinical dental hygienists working in traditional and nontraditional settings. The median numbers of personnel were similar in both traditional and nontraditional settings; however, the means and standard deviations were larger for nontraditional settings. The most common forms of assistance provided by other personnel were billing and scheduling patients; a greater percentage of hygienists in traditional settings had this type of help. Hygienists were more likely to report that dentists examined their patients rather than evaluated the hygienists' work, and hygienists in nontraditional settings reported less dentist involvement with dental hygiene patient care than did hygienists in traditional settings.

Adult↗