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PubMed2001

Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying.

OBJECTIVES: This study investigated the effects of workplace bullying and the psychological work environment on the well-being and subjective stress of the targets and observers of bullying. METHODS: In a questionnaire study, stress and psychological ill-health were measured, and the causes of reported stress were analyzed for municipal employees (N=949, 85% women, 15% men, mean age 41 years for the men and 40 years for the women). RESULTS: Both the targets of bullying and the observers reported more general stress and mental stress reactions than did respondents from the workplaces with no bullying. The targets also expressed feelings of low self-confidence more often than did those who had not been subjected to bullying. Being bullied, but also features of one's work, especially haste, excessively difficult tasks and poor goal clarity, predicted the stress reactions reported. Of the single forms of bullying, judging a person's work unjustly or in an offending manner, restricting a person's possibilities to express his or her opinions, and assaulting one's private life were the most clearly connected with all the stress reactions measured. Victim history was associated with feelings of low self-confidence. The targets of bullying used sleep-inducing drugs and sedatives more often than did the respondents who were not bullied. CONCLUSIONS: The study shows that not only the targets of bullying, but also bystanders, suffer when someone is bullied in the workplace. Bullying must therefore be regarded as a problem for the entire work unit and not merely as a problem of the target.

Adult↗
PubMed2003

Methodological issues in evaluating workplace interventions to reduce work-related musculoskeletal disorders through mechanical exposure reduction.

Researchers of work-related musculoskeletal disorders are increasingly asked about the evidentiary base for mechanical exposure reductions. Mixed messages can arise from the different disciplinary cultures of evidence, and these mixed messages make different sets of findings incommensurate. Interventions also operate at different levels within workplaces and result in different intensities of mechanical exposure reduction. Heterogeneity in reporting intervention processes and in measuring relevant outcomes makes the synthesis of research reports difficult. As a means of synthesizing the current understanding of measures, this paper describes a set of intervention and observation nodes for which relevant workplace indicators prior to, during, and after mechanical exposure reduction can provide useful information. On the basis of this path of impacts from exposure reduction, an approach to the evaluation of multilevel ergonomic interventions is described that can assist fellow researchers in producing evidence relevant to the challenges faced by workplace parties and policy makers.

Biomechanical Phenomena↗
PubMed1995

[Occupational physicians' concern and fact-finding methods regarding cardiopulmonary resuscitation education for employees in the workplace].

The fact-finding methods and occupational health physicians' concern regarding cardiopulmonary resuscitation (CPR) education for employees in the workplace was investigated. Questionnaires were sent to 138 occupational health physicians who graduated from the University of Occupational and Environmental Health, Japan, during the past 10 years. Eighty-two physicians replied to the questionnaire (response rate: 59%). Of these, 98% answered that it was necessary to educate employees regarding CPR, but only 32% of the physicians were actually training employees in CPR. Of the physicians who have had experience educating employees, 85% said that they had been requested by the company to do so. The major reason for not educating employees regarding CPR was that there had been no request from the company. The percentage of physicians who have performed CPR in the workplace was 35%. There was no relation between the request for CPR for employees from the company and whether the practice was actually being done in the workplace. Of the physicians who have not as yet taught CPR to employees, 70% affirmed that they would like to do so in the future. We concluded that companies needed to be enlightened regarding the necessity of CPR education for employees.

Attitude of Health Personnel↗
PubMed1994

Workplace diversity: a leadership challenge. Managing diversity is a social, financial, and moral imperative.

Fostering workplace diversity is about building an organizational culture that embraces personal differences and encourages heterogeneous persons to work together toward a common end. Setting in motion the transition to a more inclusive and productive workplace is an uncommon challenge and the primary responsibility of leaders, especially in Catholic healthcare. The origins of diversity can be found in creation itself. Not only are we united as a people of God and as members of the body of Christ, we are bound together through our shared humanity. Three values are especially relevant to promoting diversity in the workplace: respect for human dignity, the common good, and distributive justice as participation in the common good. Economic incentives strengthen the theological and moral motives for developing a diverse work force. Organizations' financial success will depend ultimately on how well diversity is integrated into the organizational culture. As a process, managing diversity enables healthcare leaders to discover new ways to develop the potential of all employees and at the same time improve performance and production. At the heart of managing diversity lies the reform of internal systems, structures, and processes. Managing diversity also requires the transformation of the organization's culture. Initiatives that are useful for setting a positive future course include conducting a cultural audit, establishing a cultural diversity task force, and putting in place a diversity "champion" who is accountable directly to the chief executive officer.

Catholicism↗
PubMed1995

A prescription for hospital safety: treating workplace violence.

Workplace violence is on the rise. The spillover effect includes psychological threats and a plethora of lingering mental health problems. The violent workplace mirrors an increasingly violent society. The increase in violence at work is directly proportional to the increase in violent crimes in our general population. This document examines the growing problem of workplace violence nd ways that can curtail potential incidences.

Humans↗
PubMed1998

Workplace violence and domestic violence: a proactive approach.

Hospitals must have a workplace violence prevention plan, one that includes domestic violence, says the author. She examines workplace violence--particularly from the perspective of the employee/environment suffering the intrusion of domestic violence. Examples from her hospital's "Safe Workplace"/Domestic Violence response plan are presented.

Female↗
PubMed2001

Incivility in the workplace: incidence and impact.

This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. As many as one third of the most powerful individuals within the organization instigated these uncivil acts. Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience. Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.

Adult↗
PubMed2001

Critters in the cube farm: perceived psychological and organizational effects of pets in the workplace.

This article reports the findings of an exploratory study examining the perceived functions and psychological and organizational effects of pets in the workplace. Participants were 193 employees from 31 companies allowing pets in the workplace who completed anonymous questionnaires. Results indicated that participants perceived pets in the workplace to reduce stress and to positively affect employee health and the organization. Participants who brought their pets to work perceived greater benefits than participants who did not bring their pets to work and participants who did not own pets.

Analysis of Variance↗
PubMedDate not supplied

[Sampling of allergens in dust deposited in the workplace].

Some workplaces share with domestic dwellings many characteristics favouring house dust mite growth. Moreover it has recently been shown that pets owners can bring allergens to public places with their clothes. So it is possible that significant exposure to indoor allergens can occur outside homes, at the workplace. The recent availability of immunoassays with monoclonal antibodies for indoor allergens has enabled many investigators to quantify exposure to such allergens in epidemiological studies. Analysis of allergens in settled dust is a simple method of quantification exposure to indoor allergens. The concentrations of indoor allergens in public places have already been investigated and high levels of indoor allergens have been reported. A study performed by our group in offices (banks and media) in different regions of Italy has also shown significant levels of indoor allergens. Thus, evaluating exposure to indoor allergens at the workplace is critical to evaluate risk factors for sensitization and elicitation of symptoms in sensitized subjects and such data help in addressing correctly the problem of reducing exposure levels.

Air Pollution, Indoor↗
PubMed2001

Turning workplace anger and anxiety into peak performance. Strategies for enhancing employee health and productivity.

Traditional corporate approaches toward anger and anxiety in the workplace have ignored or exacerbated the problem. Human emotions are not only essential for job performance, they are a free resource that can be harnessed in ethical ways to enhance job productivity. Most of the causes and costs of workplace anger and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self regulating because they are hired with care, placed in jobs serving them as well as the company, and supported with the required resources to accomplish their jobs. When companies treat employees with dignity and make efforts to empower them, employee self confidence and performance grows. Occupational and environmental health nurses are in positions to alter dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious. Successful companies are those that nurture their workers while achieving their mission. They treat employees with dignity and respect while challenging them to reach their full potential.

Anger↗
PubMed2002

Cervical cancer screening in the workplace. Research review and evaluation.

1. The workplace has become an increasingly important site for disseminating health information and implementing health promotion activities, including cancer screening. 2. Few studies have focused on the benefits and effectiveness of worksite programs for Pap tests. 3. It is unclear from studies conducted to date if cervical cancer screening in the workplace is more likely to prevent cervical cancer than alternative approaches outside the workplace. 4. The occupational and environmental health nurse has an important role to play in worksite cancer screening programs.

Female↗
PubMed2002

Getting the truth into workplace surveys.

There's no doubt that companies can benefit from workplace surveys and questionnaires. Good surveys accurately home in on the problems the company wants information about. They are designed so that as many people as possible actually respond. And good survey design ensures that the spectrum of responses is unbiased. In this article, the author, a former research scientist at the University of Michigan and currently the president of a survey design firm, explores some glaring failures of survey design and provides 16 guidelines to improve workplace assessment tools. Applied judiciously, these rules will not only make a tangible difference in the quality and usefulness of the data obtained but will also produce an increased response rate. The guidelines--and the problems they address--fall into five areas: content, format, language, measurement, and administration. Here are a few examples: Survey questions should require people to assess observable behavior rather than make inferences; each section should contain a similar number of items and each item should have a similar number of words; words with strong associations to gender, race, or ethnicity should be avoided; the wording in one-third of the questions should be changed so that the desirable answer is a negative one; and response scales should provide a "don't know" or "not applicable" option. Following the guidelines in this article will help you get unbiased, representative, and useful information from your workplace survey.

Administrative Personnel↗
PubMed2002

Workplace harassment, services utilization, and drinking outcomes.

Given the negative outcomes associated with sexual harassment (SH) and generalized nonsexual workplace harassment (GWH), this study examines the relationship between SH and GWH and help-seeking behavior in a sample of 2,038 university employees. Employees who experienced SH or GWH were more likely to report having sought mental health or health services to deal with workplace issues, compared with those who did not experience SH or GWH, controlling for job stress and prior services use. Women experiencing GWH were more likely to use services than men, but the same was not true for SH. Men experiencing SH who sought services exhibited higher levels of some alcohol outcomes, contrary to expectations. Implications for workplace interventions and for service providers are discussed.

Adult↗
PubMedDate not supplied

[Cost effectiveness of workplace smoking policies].

This study reviews the motivations of companies to set out a policy for controlling smoking, the economic benefits for the company resulting from such a policy and the costs, broken down by European Union countries. The literature on the costs of implementing a policy related to smoking at the workplace is reviewed. The main objective of policies related to smoking at the workplace is that of safeguarding employees from environmental tobacco smoke. Other reasons are cutting costs, improving the company image, and reducing absenteeism, occupational accidents, internal quarrels and extra costs due to cigarette smoking, protection against environmental tobacco smoke does not entail any higher costs for companies, and economic advantages are visible. The benefits are by far greater than the costs involved, particularly on a long-range basis, and seem to be greater when smoking at the workplace is completely prohibited and no smoking areas are set.

Cost-Benefit Analysis↗
PubMed2003

Do we have the training? The ethics of workplace drug testing and the GP.

BACKGROUND: Workplace drug testing has been in place in Australia since the early 1990s. In some industries it is required by legislation, while in others, employers have introduced it as an apparent cost effective way of improving productivity, safety and the health of its workforce while reducing absenteeism, accident rates and even deaths. There are national standards in place for workplace drug testing regarding specimen collection and testing, and well documented processes to follow in establishing a drug screening program within a workforce. OBJECTIVE: This article explores the ethics of workplace drug testing and questions the assumed rights and obligations of employer, employee and the clinician involved in occupational medicine. DISCUSSION: It is questionable whether most general practitioners have the appropriate training to deal with these ethical issues comprehensively.

Australia↗
PubMed2004

Prevention, health and safety program in companies provide a more successful and healthier workplace.

This article describes the importance of injury prevention in the workplace and the status of this issue in Iceland. Using a theoretical approach, this article examines workers' psychological and physical health, as it is affect by work. The article seeks to answer the question, "What methods are appropriate when health and safety management is of primary importance in the workplace?" Finally, the article will explain the condition of these matters in Iceland, and will also discuss how one measurement strategy, called "Workplace Analysis", uses performance indicators to demonstrate the effectiveness of health and safety consultations. This tool has been developed by Solarpexus. It is important to analyze the work environment, set goals, and measure results.

Humans↗
PubMed2003

Exposure to dust and its particle size distribution in shoe manufacture and repair workplaces measured with GRIMM laser dust monitor.

OBJECTIVES: Owing to a diversified technological process and a great variety of products and materials used in shoe manufacture, workers may be exposed to dusts that contain different chemicals and particles of various shapes and sizes. The aim of this study was to assess the dust exposure, taking account of concentration of particular size fractions according to the European Standard Norm, and to analyze particle size distribution in inhalable dust at selected workplaces in a modern shoe manufacture plant and in a small shoe repair workshop in comparison with other industrial branches. MATERIALS AND METHODS: In these two workplaces, the concentrations of dust, representing the inhalable, thoracic, and respirable fractions, were measured with the GRIMM 1.105 laser dust monitor. RESULTS: The particle size distribution in inhaled dust in the most characteristic workposts was analyzed. In the shoe manufacture plant, the concentrations ranged from 124 microg/m3 (leather cutting out) to 724 microg/m3 (scouring and milling of soles); concentrations of the thoracic and respirable fractions in the same workposts ranged from 74 microg/m3 to 412 microg/m3 and from 24 microg/m3 to 120 microg/m3, respectively. In the shoe repair workshop, the recorded concentrations were higher: the values ranged from 521 microg/m3 (gluing of shoes and soles, zipper exchange and heel abrasion) to 916 microg/m3 (uppers sewing and heel scouring) for the inhaled fraction; from 335 microg/m3 to 499 microg/m3 for the thoracic fraction; and from 88 microg/m3 to 120 microg/m3 for the respirable fraction. The mass median aerodynamic diameters of inhalable dust particles fell within the limits of 6.2-25.0 mm. Dust with the smallest particles (MMAD = 6.2 mm) was observed in shoe brushing and polishing, and with the largest particles (MMAD = 25.0 mm) in uppers sewing. CONCLUSIONS: The modern process of shoe manufacture is characterized by very low concentrations of inhalable dust and its fractions, they are considerably lower than occupational exposure limits in Poland for inhaled (4000 microg/m3) and respirable (2000 microg/m3) dust. In the workplaces under study, a relatively high proportion of extrathoracic fraction of leather dust was found, which supports a hypothesis on a potential etiologic role of this factor in the development of pathologies in the upper airways region.

Air Pollutants, Occupational↗
PubMed2004

[Health promotion activities of occupational medicine physicians at the workplace].

BACKGROUND: The authors address the issue of workplace health promotion (WHP) activities among occupational medicine physicians in Poland. In the analysis performed the provisions of the Occupational Health Services Act as well as the conclusions inferred from the most recent WHP survey were taken into account. MATERIALS AND METHODS: The data presented in this paper result from the 2002 survey carried out by the National Centre for Workplace Health Promotion on a random sample of 325 occupational medicine physicians. RESULTS: The survey revealed that occupational medicine physicians mostly prefer individual-oriented activities such as health education of individual patients during medical examinations (86%), typically medical interventions like vaccinations (71%), or comprehensive medical checkups (53%). A modern concept of the WHP-related activities is not so popular. For example, health education for large groups of employees is undertaken by 16% of physicians, comprehensive health-related behavior-modification programs by 7%, and projects with the participation of local communities by only 3%. CONCLUSIONS: The majority of occupational medicine physicians do not implement the workplace health promotion in line with the modern concept of activities in this domain. They focus more on health education and medical prophylactics. There is a need to provide this group of physicians with a comprehensive training to develop their skills to initiate and coordinate setting-oriented projects and thus advance their activities in this field.

Attitude of Health Personnel↗