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PubMed2000

[Job stress control at workplace: how to plan and conduct].

This review addressed that stress control activities at workplace could be classified into four categories: (1) improvement of work environment; (2) education/training; (3) health care for stress; (4) mental health service. Research has demonstrated that each of these activities is effective to some extent. The review also pointed out that stress control at workplace could be planned and conducted under occupational health systems, e.g., occupational safety & health management system. Then I proposed a possible effective strategy for planning and conducting stress control at workplace.

Health Education↗
PubMedDate not supplied

[Violence in the nursing workplace: a new occupational risk].

This study is aimed at presenting a review of the literature regarding violence in the nursing workplace. The main aspects in relation to violence in the nursing workplace that were found in literature are: the types of violence, the prevalence of violence in the workplace; factors associated with the risk; consequences for workers and prevention of these events. Workers are exposed to several types of violence, causing serious consequences to health. It is necessary, therefore, that other studies about this subject matter are conducted, mainly in our country.

Humans↗
PubMed2006

[Health promotion and a healthy workplace].

This study discusses approaches to a healthy working environment and presents the main lines in this theme area. A healthy workplace promotes good health, which is a basic resource for social, economic and personal development, as well as an important aspect of the working environment. The creation of a healthy workplace depends on promoting the participation of all parties involved, in order to monitor, improve and maintain employees' health and well-being, moving towards a healthy work environment that will improve the quality of life of the population in general, since good health is one of the most valued conditions by individuals, communities and countries. In this context, nursing professionals can encourage healthy workplaces by promoting good health, thus assisting in the development of individuals, families and society and, in this way, supporting the achievement of the goals set by employers and employees.

Health Promotion↗
PubMed2005

Free nicotine replacement therapy programs vs implementing smoke-free workplaces: a cost-effectiveness comparison.

We compared the cost-effectiveness of a free nicotine replacement therapy (NRT) program with a statewide smoke-free workplace policy in Minnesota. We conducted 1-year simulations of costs and benefits. The number of individuals who quit smoking and the quality-adjusted life years (QALYs) were the measures of benefits. After 1 year, a NRT program generated 18,500 quitters at a cost of 7020 dollars per quitter (4440 dollars per QALY), and a smoke-free workplace policy generated 10,400 quitters at a cost of 799 dollars per quitter (506 dollars per QALY). Smoke-free work-place policies are about 9 times more cost-effective per new nonsmoker than free NRT programs are. Smoke-free workplace policies should be a public health funding priority, even when the primary goal is to promote individual smoking cessation.

Adolescent↗
PubMed1999

Sexual harassment and generalized workplace abuse among university employees: prevalence and mental health correlates.

OBJECTIVES: This study hypothesized that interpersonal workplace stressors involving sexual harassment and generalized workplace abuse are highly prevalent and significantly linked with mental health outcomes including symptomatic distress, the use and abuse of alcohol, and other drug use. METHODS: Employees in 4 university occupational groups (faculty, student, clerical, and service workers; n = 2492) were surveyed by means of a mailed self-report instrument. Cross-tabular and ordinary least squares and logistic regression analyses examined the prevalence of harassment and abuse and their association with mental health status. RESULTS: The data show high rates of harassment and abuse. Among faculty, females were subjected to higher rates; among clerical and service workers, males were subjected to higher rates. Male and female clerical and service workers experienced higher levels of particularly severe mistreatment. Generalized abuse was more prevalent than harassment for all groups. Both harassment and abuse were significantly linked to most mental health outcomes for men and women. CONCLUSIONS: Interpersonally abusive workplace dynamics constitute a significant public health problem that merits increased intervention and prevention strategies.

Adult↗
PubMed2004

A review of health-related workplace productivity loss instruments.

The objective of this review was to identify health-related workplace productivity loss survey instruments, with particular emphasis on those that capture a metric suitable for direct translation into a monetary figure. A literature search using Medline, HealthSTAR, PsycINFO and Econlit databases between 1966 and 2002, and a telephone-administered survey of business leaders and researchers, were conducted to identify health-related workplace productivity measurement survey instruments. This review was conducted from the societal perspective. Each identified instrument was reviewed for the following: (i). reliability; (ii). content validity; (iii). construct validity; (iv). criterion validity; (v). productivity metric(s); (vi). instrument scoring technique; (vii). suitability for direct translation into a monetary figure; (viii). number of items; (ix). mode(s) of administration; and (x). disease state(s) in which it had been tested. Reliability and validity testing have been performed for 8 of the 11 identified surveys. Of the 11 instruments identified, six captured metrics that are suitable for direct translation into a monetary figure. Of those six, one instrument measured absenteeism, while the other five measured both absenteeism and presenteeism. All of the identified instruments except for one were available as paper, self-administered questionnaires and many were available in languages other than English. This review provides a comprehensive overview of the published, peer-reviewed survey instruments available to measure health-related workplace productivity loss. As the field of productivity measurement matures, tools may be developed that will allow researchers to accurately calculate lost productivity costs when performing cost-effectiveness and cost-benefit analyses. Using data captured by these instruments, society and healthcare decision makers will be able to make better informed decisions concerning the value of the medications, disease management and health promotion programmes that individuals receive.

Absenteeism↗
PubMed2002

Role of trade unions in workplace health promotion.

Since the 19th century, workers have organized in trade unions and parties to strengthen their efforts at improving workplace health and safety, job conditions, working hours, wages, job contracts, and social security. Cooperation between workers and their organizations and professionals has been instrumental in improving regulation and legislation affecting workers' health. The authors give examples of participatory research in occupational health in Denmark and Finland. The social context of workplace health promotion, particularly the role of unions and workers' safety representatives, is described in an international feasibility study. Health promotion is rife with fundamental political, socioeconomic, philosophical, ethical, gender- and ethnicity-related, psychological, and biological problems. Analysis of power and context is crucial, focusing on political systems nationally, regionally, and globally. The authors advocate defending and supporting workers and their trade unions and strengthening their influence on workplace health promotion. In the face of rapid capitalist globalization, unions represent a barricade in defense of workers' health and safety. Health promoters and related professionals are encouraged to support trade unions in their efforts to promote health for workers and other less privileged groups.

Attitude to Health↗
PubMed1997

Fixed-facility workplace screening mammography.

OBJECTIVE: Potential barriers to compliance with screening mammography guidelines include the cost and inconvenience involved with undergoing the procedure. Workplace screening with mobile mammography is one possible approach to the convenience barrier. However, fixed-facility workplace screening is a viable alternative for any company with a large workforce in one location. This paper describes our initial experience with one such fixed facility. MATERIALS AND METHODS: The facility was a cooperative venture by a large pharmaceutical company and an academic radiology department to provide convenient, no-cost (to the patient) screening mammography to employees, dependents, and retirees more than 40 years old. The pharmaceutical company built the facility within its corporate headquarters and the academic radiology department provided the equipment and personnel. The company was billed a fixed cost per examination. RESULTS: In the first 22 months of operation, 4210 (of 4559 scheduled) screening mammograms were obtained. The mean age of the population was 53 years old. Ninety percent of the screening mammograms were interpreted as negative or benign; 10% required additional workup. Of the screened population, 62 biopsies were recommended and 60 were performed. Of these, 42 were benign and 18 malignant. The cancer detection rate was 4.3 per 1000 (0.43%). At the time of diagnosis, six patients were stage 0, 10 patients were stage I, one patient was stage II, and one patient was stage III. Eleven of the 18 patients had minimal cancers. Of the patients who completed a satisfaction survey, 97% percent expressed a high degree of satisfaction with the screening process and stated they would use the facility in the future. CONCLUSION: A fixed facility for workplace screening mammography is a viable way to provide nearly barrier-free access to high-quality mammography. Patient acceptance is high.

Breast Neoplasms↗
PubMed2003

Hostile attribution in perceived justification of workplace aggression.

A 10-item Hostile Attribution Scale was developed to test the hypothesis that hostile attribution is predictive of support for aggression in frustrating workplace situations in which a supervisor's motivation is ambiguous. The Hostile Attribution Scale showed good test-retest reliability (.80), but weak internal consistency (alpha=.60). For one workplace scenario (Steve), hostile attribution predicted aggression in the ambiguous but not the definite version of the scenario. For the other scenario (Dan), however, hostile attribution in both the ambiguous and definite versions was equally predictive of aggression. Ambiguous situations are the most problematic for generating workplace aggression so research should focus on individual differences in hostile attributions.

Adolescent↗
PubMed2004

Conflicts, workplace bullying and burnout problems among municipal employees.

The psychosocial workplace environment among the municipal employees of a Finnish town with 57,000 inhabitants was investigated. The prevalence of both self-experienced and observed cases of conflicts, burnout, and workplace harassment (bullying) was measured. Altogether, 1,961 employees (1,491 women and 309 men) whose mean age was 42.6 yr. (SD = 9.8) participated in the study. Sex, age, and workplace differences were found. Of the respondents, 27% had experienced difficult or extreme conflicts, 29% experienced burnout, 50% had seen at least one colleague experience burnout, 16% felt they had been bullied, and 37% had seen a colleague being bullied at work. Men reported experiencing more conflicts than women. The frequency of reporting burnout symptoms and bullying was associated with age. Strong correlations were found among the various problem areas.

Adult↗
PubMed2005

Developmental dynamics of workplace adaptive skill.

This study examined the dynamic development of workplace adaptive skills using the functional-perspectivist paradigm. Extensions to a model of behavioral functionality are tested whereby workers in four age groups are assessed through an interview-based methodology on the improvement and coalescence of their adaptive skills. Analysis of responses show the dynamic structure of workplace adaptive skills changes over the age groups. Workers in their 20s face the developmental task of resolving tensions between their inward- and outward-directed focus. Workers in their 30s must equalize the opposing tendencies of agency and accommodation of purpose. Things, Data, and People functional skills of locus appear to play a stable role within the adaptive skill dynamics across tested age groups. Instability in focus and purpose across age groups is probably brought about by the need to maintain an adaptive balance between innate predispositions toward individual development combined with the simultaneous need of the worker to function effectively within specific social-historical contexts. The functional-perspectivist paradigm is recommended in understanding development of workplace skills.

Adaptation, Psychological↗
PubMed2005

The Napping Company: bringing science to the workplace.

Increasing emphasis is currently being given to the importance of bringing knowledge gained from science into places where people live and work, in order to increase the impact science has on the general public's quality of life. Scientific findings about the positive impact of napping on mood and performance are an example of research generated knowledge that needs to be brought to the workplace. A major goal of the Napping Company (www.napping.com) is to bring the science of napping to the workers and the workplace so that employees and employers can act on this knowledge and change worker napping behavior and employer napping policies. The present paper overviews the challenges inherent in making scientific knowledge useful to how we live our lives. The Napping Company is guided by five principles of knowledge transfer in the company's attempts to disseminate and increase utilization of napping research. Examples are given to illustrate how the Napping Company has used these principles to bridge the gap between napping science and nap behavior and policies in the workplace.

Evidence-Based Medicine↗
PubMed2005

The nighttime nap strategies for improving night shift work in workplace.

Nighttime napping is an effective measure to prevent adverse effects due to night shift work. A characteristic of nighttime nap is that it can result in considerably deeper sleep. Several studies have shown that taking nighttime naps suppressed increasing sleepiness, decreasing alertness during the period following awaking from a nap, and prevented disturbance of circadian rhythm ("anchor sleep"). The length of daytime sleep after night shift, when combined with a nighttime nap, is shorter than that without nap. This finding might be interpreted as a beneficial effect rather than a negative feature because workers can then spend time engaged in other activities rather than sleeping. Nevertheless, the introduction of nighttime sleep break in the workplace has not been widely accepted. To promote nighttime napping strategy in the workplace, consensus building while acting on conflicting interest is essential. Recently, participatory method for improvement of working condition has expanded worldwide. A characteristic of the activity is using action checklist and group work, and heightening motivation to improvement working condition between worker and manager. Through the activities, nighttime napping strategy would be spread more in the workplaces and play a role as one of the effective tools for improving working conditions, work performance and safety in the future.

Humans↗
PubMed2006

Activities and ways of organizing better occupational health and safety in small workplaces: special focus on information.

Information is needed in all activities aiming at the development and improvement of working conditions. The information and communication technology has made it possible to have information available 24 h a day, 360 d a year. The administrative structures in various countries also call for more information steering at the workplace level. This means that more web-based and other materials for small enterprises are needed in all countries in order to improve safety and health of the workers. Four different approaches to improve workplace level activities are described here to provide models for others to modify them to their local conditions. The networking of small workplaces supports the development of their safety and thereby also their productivity and possibilities to offer jobs also in the future.

Finland↗
PubMedDate not supplied

Team awareness, problem drinking, and drinking climate: workplace social health promotion in a policy context.

PURPOSE: (1) To determine the effectiveness of classroom health promotion/prevention training designed to improve work climate and alcohol outcomes; (2) to assess whether such training contributes to improvements in problem drinking beyond standard workplace alcohol policies. DESIGN: A cross-sectional survey assessed employee problem drinking across three time periods. This was followed by a prevention intervention study; work groups were randomly assigned to an 8-hour training course in workplace social health promotion (Team Awareness), a 4-hour informational training course, or a control group. Surveys were administered 2 to 4 weeks before and after training and 6 months after posttest. SETTING AND SUBJECTS: Employees were surveyed from work departments in a large municipality of 3000 workers at three points in time (year, sample, and response rates are shown): (1) 1992, n = 1081, 95%; (2) 1995, n = 856, 97%; and (3) 1999, n = 587, 73%. Employees in the 1999 survey were recruited from safety-sensitive departments and were randomly assigned to receive the psychosocial (n = 201), informational (n = 192), or control (n = 194) condition. INTERVENTION: The psychosocial program (Team Awareness) provided skills training in peer referral, team building, and stress management. Informational training used a didactic review of policy, employee assistance, and drug testing. MEASURES: Self-reports measured alcohol use (frequency, drunkenness, hangovers, and problems) and work drinking climate (enabling, responsiveness, drinking norms, stigma, and drink with co-workers). RESULTS: Employees receiving Team Awareness reduced problem drinking from 20% to 11% and working with or missing work because of a hangover from 16% to 6%. Information-trained workers also reduced problem drinking from 18% to 10%. These rates of change contrast with changes in problem drinking seen from 1992 (24%) to 1999 (17%). Team Awareness improvements differed significantly from control subjects, which showed no change at 13%. Employees receiving Team Awareness also showed significant improvements in drinking climate. For example, scores on the measure of coworker enabling decreased from pretest (mean = 2.19) to posttest (mean = 2.05) and follow up (mean = 1.94). Posttest measures of drinking climate also predicted alcohol outcomes at 6 months. CONCLUSION: Employers should consider the use of prevention programming as an enhancement to standard drug-free workplace efforts. Team Awareness training targets work group social health, aligns with employee assistance efforts, and contributes to reductions in problem drinking.

Adult↗
PubMedDate not supplied

Efficacy of an E-mail intervention for the promotion of physical activity and nutrition behavior in the workplace context.

PURPOSE: The purpose of this study was to evaluate a 12-week workplace e-mail intervention designed to promote physical activity and nutrition behavior. DESIGN: A pre- and post-test design was conducted to compare the effects of e-mail messages between intervention and control groups. SETTING: Five large workplaces in Alberta, Canada. SUBJECTS: Employees with access to a personal e-mail address (N = 2121) were randomly assigned to an intervention (n = 1566) or a control group (n = 555). INTERVENTION: Physical activity and nutrition messages were based on social-cognitive theories. The intervention group received one physical activity and one parallel nutrition message per week for 12 weeks. The control group received no weekly messages. MEASURES: Each participant completed self-report measures of physical activity and nutrition related to knowledge, attitudes, and behaviors 1 week before (time 1) and 1 week after (time 2) the intervention. RESULTS: The intervention group was more efficacious at time 2 on measures of self-efficacy, pros, cons, intentions, and behavior related to physical activity. This group also reported more favorable changes in practicing healthy eating, balancing food intake with activity level, cooking meals with techniques to reduce fat, and avoiding eating high-fat foods. Effect sizes for all significant differences were small. CONCLUSION: E-mail is a promising mode of delivery for promoting physical activity and nutrition in the workplace. Further theoretically driven studies are needed.

Adult↗
PubMed2003

Studying women nurse academics: exposing workplace violence in Australia: Part 2.

This article is the second in a series on workplace violence in academia. The specific findings on women nurse academics' experiences with violence in Australian universities are revealed. Findings indicate that Australian universities are competitive with wide spread violence. Participants revealed they were not supported nor recognised for their workplace contributions. Violence predominated in schools of nursing rather than the broader university. It is argued these findings need public dissemination to improve workplace environments and eliminate violence. It is noted that the results reported are part of a larger research study on progression and professional development of women nurse academics.

Australia↗
PubMedDate not supplied

Creating supportive environments for mental health promotion in the workplace.

Work is both an important resource for mental health, yet it also presents risk factors for mental illness. Consequently, the workplace has been identified as a potential setting for both mental health promotion and mental illness prevention. In the workplace various programs have been implemented which address risk factors for mental illness eg. stress management programs or the introduction of anti-bullying policies. However, few programs have been developed to address mental health promotion. It seems that the potential of mental health promotion is not fully utilised in this setting, nor are programs and initiatives to promote mental health as prolific as those in the physical health area. Furthermore, despite the introduction of legislation and workplace policies, structural changes have been unsuccessful in bringing about environmental modification which fosters mental well-being. This article explores explanations for this and makes recommendations utilising primary health care as an approach by which this situation can be redressed.

Australia↗