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PubMed2000

The language used when reporting interfemale violence among nurses in the workplace.

Violence appears to be ignored among nurses, in part, because of the metaphors and euphemisms used to identify this significant phenomenon. Nurses rarely use the term 'violence' and may use metaphors and euphemisms or generally ignore the terms usually associated with violence, such as victim, perpetrator, horizontal violence, bullying and mobbing when discussing violent behaviour among, and with, their female colleagues. The reluctance to use unequivocal language when discussing workplace violence contributes to the issue remaining poorly recognised and poorly addressed; and increases the negative impact of workplace violence on the health and wellbeing of the individual. Moreover, the language that is used to describe violence among female nurses often carries with it different connotations from those that may be common in general society. This paper draws upon data from the author's doctoral research study to report the language used to describe interfemale violence in the workplace; and the consequences of using that language.

Adaptation, Psychological↗
PubMed2004

What men and women value at work: implications for workplace health.

BACKGROUND: Current research suggests that workplace culture can influence health outcomes. OBJECTIVE: This study was conducted to determine what men and women value at work, how each defines a healthy workplace, and what work factors best predict their health outcomes and stress. METHODS: A national study was conducted by LLuminari, Inc., a health education company, via a Harris Interactive Inc. online panel that screened for US participants who were employed full-time in organizations with >1000 employees. The online questionnaire used stimulus words/phrases to which respondents verbally free-associated. Each verbatim response was given a weighted score based on the order in which it was written, then thermatically clustered with similar responses to form categories for each stimulus item. RESULTS: A total of 1123 individuals participated in the study (608 males, 515 females). Results indicated that men and women value the same aspects of work but ranked them differently. Men valued pay, money, and benefits, as well as power, authority, and status significantly more than women did (P < 0.001). Women valued the following significantly more than men did: friends and relationships (P < 0.05); recognition and respect (P < 0.001); communication (P < 0.001); fairness and equity (P < 0.001); teams and collaboration (P < 0.001); family and home (P < 0.001). The results also indicated that men underestimate and are generally unaware of women's work-related values (P < 0.05). In comparison, women overestimate how men value pay, money, and benefits, and power, authority, and status (P < 0.05). Although little difference was observed in health status between the sexes, women did report being slightly more distressed at work. Findings also suggested that the cultural and environmental aspects of work best predicted women's health outcomes; for men, health outcomes were related to supervision and management factors. The health of both sexes was significantly predicted by their perceived home life (P < 0.001). Men and women also defined a healthy workplace differently, with women more than men emphasizing understanding, support, communication (P < 0.05), relationships, and ethics (P < 0.001). CONCLUSIONS: Knowing and managing gender differences may help to effectively motivate employees, increase productivity, foster loyalty, and improve physical and mental well-being.

Adult↗
PubMed2003

How can the rehabilitation planning process at the workplace be improved? A qualitative study from employers' perspective.

Employers in Sweden are by law responsible for planning and controlling the working environment situation in their companies and for ensuring that any need for rehabilitation is noted as soon as possible and that action is taken. This includes developing a plan for rehabilitation. The aim of this study is to describe employers' experiences of the work rehabilitation planning process at the workplace, and how it can be improved with a focus on quality and cost-effectiveness. Qualitative interviews were performed with 10 employers of employee/s that had participated in vocational rehabilitation at a rehabilitation center in the North of Sweden. The results showed that employers were interested in detecting work rehabilitation needs and in taking action early. Rehabilitation at the workplace could be improved by development of routines, improved work relations and work technique, and environment in-service training at the workplace. Prevention was perceived as a prerequisite for a good result of rehabilitation. Attention to social and geographic conditions is needed. Organizational and financial limitations exist.

Adult↗
PubMed2001

Evaluation of oral health promotion in the workplace: the effects on dental care costs and frequency of dental visits.

UNLABELLED: An oral health promotion program has been conducted since 1989 at a shipyard in Japan. AIMS: The purpose of the present study was to assess the impact of oral health promotion in the workplace in terms of dental care costs and frequency of dental visits. METHODS: This program consisted of orientation, an initial regimen, and group counseling. The initial regimen included an evaluation of each participant's oral health status, and instruction concerning oral hygiene, and prevention of oral disease. The participants were selected with each unit being a preexisting peer group. Eighty-seven participants were compared with 216 control subjects in terms of annual dental care costs and frequency of dental visits in four periods: the 1-year period before the program, the 1st year after the program, the 2nd year after, and the 3rd year after. RESULTS: The annual mean dental care cost in the participant group for the year prior to the program was higher than that in the control group (21,317 vs. 17,116 yen). In the 1st year after the program, the difference increased (26,642 vs. 19,481 yen). In the 2nd and 3rd years after the program, dental care costs in the participant group were lower than those in the control group (2nd year: 18,305 vs. 22,841 yen, 3rd year: 16,911 vs. 21,920 yen). CONCLUSIONS: It can be concluded that this oral health promotion program in the workplace contributed to saving of costs associated with dental care. The workplace can be regarded as a key area for implementation of an oral health care system to make good use of limited resources.

Dental Care↗
PubMed1996

Correlates and consequences of workplace violence.

A random telephone survey was used to interview 598 employees about instances, if any, when they had been physically attacked or threatened in the workplace. Demographic and workplace characteristics are analyzed as correlates of these forms of violence. The only characteristic consistently associated with higher risk is a work schedule that included nighttime hours. However, although few strong or consistent correlates of workplace violence were found, there were clear negative consequences associated with being victimized at work: lower job satisfaction, greater job stress, increased considerations of job change, and an increased likelihood of bringing mace, a gun, or another weapon to work.

Adult↗
PubMed2002

Sexual assault and other types of sexual harassment by workplace personnel: a comparison of antecedents and consequences.

Although sexual assault by workplace personnel is widely viewed as a type of sexual harassment, little is known about whether these overlapping constructs may possess some unique characteristics. This article compares the theoretical antecedents and consequences of sexual assault by workplace personnel and other types of sexual harassment among 22,372 women employed in the U.S. military. Path analysis revealed that low sociocultural and organizational power are associated with an increased likelihood of both types of victimization. Organizational climate and job gender context are directly associated with sexual harassment but are only indirectly associated with sexual assault by workplace personnel. Both types of victimization are associated with a variety of negative outcomes, but the pattern of negative consequences differs.

Adolescent↗
PubMed2001

Exploring the role of individual differences in the prediction of workplace aggression.

This study investigates the relationship between individual differences and the incidence of workplace aggression in a sample of employees from a transportation company and a public school system. Hierarchical multiple regression analysis indicated that measures of trait anger, attribution style, negative affectivity, attitudes toward revenge, self-control, and previous exposure to aggressive cultures accounted for 62% of the variance in the participants' self-reported incidence of workplace aggression. Further research on workplace aggression is advocated, focusing on the role of individual differences and their interactions with organizational and group-level variables.

Adult↗
PubMed2001

Perceived victimization moderates self-reports of workplace aggression and conflict.

A sample of 489 employed men between 32 and 36 years old responded to questions concerning rates of having engaged in workplace aggression and conflict. These individuals also completed a personality inventory and questionnaires related to past antisocial behavior and alcohol abuse. Consistent with prior research, workplace aggression and conflict were significantly correlated with particular personality variables (stress reaction, aggression, and control) as well as with general past antisocial behavior and alcohol abuse. Furthermore, these relationships were moderated by the perception of being victimized by others (alienation), with such perceptions strengthening associations between workplace aggression and other risk factors. These interaction effects, which cannot plausibly be attributed to the use of a self-report criterion, could have important implications for understanding and predicting aggression and conflict behavior within organizations.

Aggression↗
PubMed2006

Hostility, job attitudes, and workplace deviance: test of a multilevel model.

The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility.

Adult↗
PubMed2006

Workplace aggression in teenage part-time employees.

Among adult employees, interpersonal injustice and abusive supervision predict aggression toward supervisors at work. The aim of this study was to assess whether similar relationships exist among teenage employees and, further, whether teenagers' reasons for working moderate these relationships. Multiple regression analyses on data from 119 teenage employees showed that financial and personal fulfillment reasons for working moderate the impact of interpersonal injustice and abusive supervision on aggression directed at workplace supervisors. These findings contribute to the understanding of workplace aggression by demonstrating that (a) teenagers engage in this workplace behavior, (b) the predictors are similar to those of adult aggression, and (c) reasons for working play a moderating role among this particular cohort. The possible long-term consequences of teenagers' use of aggression at work are discussed.

Adolescent↗
PubMed1998

Personal and organizational predictors of workplace sexual harassment of women by men.

The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. Social desirability was controlled. Both organizational variables and beliefs about sexual harassment predicted gender harassment and sexualized harassment. Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.

Adult↗
PubMed2003

Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support.

This study examined the buffering effects of 2 types of organizational support--instrumental and informational--on the relationships between workplace violence/aggression and both personal and organizational outcomes. Based on data from 225 employees in a health care setting, a series of moderated multiple regression analyses demonstrated that organizational support moderated the effects of physical violence, vicariously experienced violence, and psychological aggression on emotional well-being, somatic health, and job-related affect, but not on fear of future workplace violence and job neglect. These findings have implications for both research and intervention related to workplace violence.

Adult↗
PubMed2003

Workplace safety performance: conscientiousness, cognitive failure, and their interaction.

This research investigated the effects of cognitive failure on workplace safety and accidents over 2 studies. It was hypothesized that cognitive failure would directly predict safety behavior and workplace accidents and predict these outcomes over and above conscientiousness. It was found that cognitive failure uniquely accounted for workplace safety behavior and accidents. However, it has been suggested by researchers that certain individual differences might interact to produce differential effects. Thus, a moderated model was tested examining the interaction of cognitive failure and conscientiousness. It was found that cognitive failure moderated the relationship between conscientiousness and accidents and unsafe work behaviors. Overall, results suggest that cognitive failure plays an important part in individual safety behavior, especially when conscientiousness is low.

Accidents, Occupational↗
PubMed2004

The effects of individual differences and charismatic leadership on workplace aggression.

This study examined the effects of individual differences variables (trait anger, self-control, negative affectivity, attitudes toward revenge, and attributional style) and charismatic leadership on incidents of workplace aggression in a sample of 213 employees from a wide range of organizations. Hierarchical multiple regression analyses indicated that the individual differences variables accounted for 27% of the variance in workplace aggression and that charismatic leadership accounted for an additional 3% after controlling for individual differences. In addition, psychological empowerment partially mediated the relationship between charismatic leadership and workplace aggression.

Adolescent↗
PubMed1996

Welfare reform and access to family-supportive benefits in the workplace.

Welfare reform has focused on the deficits of poor mothers, while ignoring inadequacies in the jobs and workplaces they will enter. This study of 2,375 pregnant women in the labor force examines the impact of job and workplace characteristics on access to workplace benefits that are important to families, while controlling statistically for women's education, marital status, and ethnicity.

Adult↗
PubMed2001

Workplace supports, job performance, and integration outcomes for people with psychiatric disabilities.

The notion of natural workplace supports is an essential ingredient in achieving successful supported employment outcomes. This quantitative study examines the characteristics of 243 individuals with psychiatric disabilities participating in supported employment programs in the United States. Diagnoses, psychiatric symptoms, and Global Assessment of Functioning were evaluated in relation to supported employment outcomes, including social interaction, wages, and workplace supports. The results of this study indicate that social interaction and natural workplace supports improve supported employment outcomes for individuals with psychiatric disabilities.

Adult↗
PubMed2001

Work experience and drinking behavior: alienation, occupational status, workplace drinking subculture and problem drinking.

This study explored the association between alienating job conditions and problem drinking within the context of occupational status and workplace drinking subculture. From December 1994 to March 1995, a questionnaire survey was implemented in the manufactory sector in southern Taiwan. Within the questionnaire, any perceived self-estrangement, powerlessness and social isolation that the individual experienced in his work were measured as the alienating job conditions, and any negative physical, psychological and social consequences the individual experienced during the previous month were considered as affecting problem drinking. Of the 1117 subjects, 668 (61.8%) reported imbibing one or more drinks during the preceding month; the average daily alcohol consumption being 0.2+/-0.9 drinks. In addition, 188 (16.8%) subjects reported having experienced drinking-related problems in the preceding month. Workers with low occupational status were more likely to become problem drinkers when they felt comparatively self-estranged in their work. Further, those with a family history including any habitual drinker or those under more encouraging workplace drinking subculture were more likely to have drinking-related problems. For the prevention of problem-related drinking behavior, the workplace should be considered as the focus of our future intervention and management program.

Adolescent↗
PubMed2002

Workplace monitoring for volatile organic compounds using thermal desorption-gas chromatography-mass spectrometry.

The interest in the identification of volatile organic compounds in the workplace has been a major focus of many National Institute for Occupational Safety and Health (NIOSH) field studies. A primary technique for sampling and analysis of these compounds is summarized by NIOSH Manual of Analytical Methods (NMAM) 2549. This is a screening method that uses a multi-bed sorbent to trap a wide variety of compounds and compound classes. Thermal desorption techniques are used as a first attempt to characterize potential contaminants in a workplace and to determine what future sampling and analyses must be performed. Field examples are provided to show the versatility of thermal desorption methods and techniques. Due to their sensitivity, thermal desorption tube methods are sometimes required in order to measure the workplace concentrations of unusual compounds. In other situations, the exposures are too high or varied to make thermal desorption tubes practical. In these cases, the identification of contaminants with thermal desorption tubes leads to new method developments for the quantification of specific compounds using more conventional solid sorbent-solvent desorption based methods.

Air Pollution, Indoor↗