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PubMedDate not supplied

The synergism of health promotion and restoration in the prevention of substance abuse in the workplace.

Representatives from both health promotion and restoration fields can concert energies in preventing and reducing excessive and inappropriate substance use by employees. This liaison requires that workplace health promoters such as employee fitness/wellness directors, and workplace health restorers such as employee assistance providers, become more familiar with one another's work and better understand the nature of excessive or inappropriate drug consumption. Existing at the interface of these employee health services are opportunities for preventing workplace substance abuse through both enhancing workers' healthy lifestyles and establishing referral pathways to care.

Health Promotion↗
PubMedDate not supplied

Workplace risk factors and occupational musculoskeletal disorders, Part 1: A review of biomechanical and psychophysical research on risk factors associated with low-back pain.

Injuries and disorders caused by overexertion and repetitive motion are the leading causes of compensable lost-time cases in the United States. Epidemiological and laboratory-based research methods have been used to evaluate the significance of various risk factors associated with overuse injuries and disorders. The National Institute for Occupational Safety and Health performed a comprehensive review of over 600 epidemiological studies in 1997 and concluded that there was evidence of a causal relationship between low-back injuries and disorders and workplace exposures to forceful exertions, awkward posture, and vibration. Although epidemiological studies provide important insights to understanding the causes of work-related overuse disorders, they are sometimes criticized for their inability to measure precisely how people respond to specific risk factors found in the workplace. This article presents a review of recent laboratory studies and biomechanical models of work factors believed to be associated with increased risk of low-back injuries and disorders. Biomechanical models and laboratory studies do not replace epidemiological studies. However, these approaches provide important complementary information that is needed to understand the complex process of how exposures to physical risk factors result in strain that may ultimately lead to injury or disease. These studies also provide important insights as to how people react and respond to specific physical risk factors found in the workplace. Combined with epidemiological research, laboratory studies are an essential element in understanding the causes and prevention of work-related overexertion injuries.

Back Injuries↗
PubMed2001

Workplace costs associated with acute exacerbation of chronic bronchitis: a comparison of moxifloxacin and levofloxacin.

Past research on acute exacerbation of chronic bronchitis (AECB) has not quantified related work loss. This exploratory study used data from a comparative trial of moxifloxacin versus levofloxacin to examine and compare workplace-related indirect costs. Both groups reported considerable absenteeism and lowered work productivity. However, patients taking moxifloxacin reported significantly higher work productivity than those taking levofloxacin (70% vs. 50%; P = .03). This translated into substantial indirect cost savings with moxifloxacin of $726/patient/year. Antibiotic choice in AECB can affect worker productivity and workplace-related indirect costs. Both insurers and employers should consider workplace-related indirect costs in addition to direct medical expenses when making formulary selections.

Absenteeism↗
PubMed2001

Putting technology to work: Users' perspective on integrating assistive technology into the workplace.

This qualitative study examined the experiences of people with disabilities who use assistive technology in open employment. This study aims to describe and understand the factors the participants perceived as important in integrating technology into the workplace, as well as the barriers encountered in the process. Fifteen people with a range of acquired and congenital disabilities as well as their employers (8) or co-workers (4) were interviewed. The interviews were transcribed and analyzed. Nud*ist Version 4(R) was used for data management. Emergent themes related to the integration of assistive technology were software compatibility, Information Technology (IT) and product support, and the interaction between technology and the work environment. Participants also reported on the impact of technology on their performance and comfort at work, as well as dealing with people and processes in the workplace. By identifying the issues and support strategies for technology users in the workplace, appropriate measures can be implemented to ensure that the spirit of disability discrimination legislation is realized.

Journal Article↗
PubMed2002

Preventing workplace aggression and violence--a role for occupational therapy.

Workplace aggression and violence is the fastest growing societal concerns in USA. The review of literature indicates that violence is a substantial contributor to occupational injuries and death. Preventative strategies for minimizing the risk of workplace violence include, cash-handling policies, physical separation of workers from customers, environmental modifications; good lighting, security devices, escort services, and employee training. Studies also suggest that as a preventive measure, employers will attract and retain the best workers if high-risk behaviors are discouraged and appropriate behaviors are supported. Proactive strategies reduce stress, increase productivity, and enhance creativity. A role for occupational therapy practitioners in the prevention of workplace violence is proposed.

Aggression↗
PubMed2001

Sick leave -- Cushion or entitlement? A study of age cohorts' attitudes and practices in two Australian workplaces.

Stereotypes of older people suggest that they may experience more sickness and injury therefore may not be as productive as younger employees. The present paper attempts to test these stereotypes and reports research into patterns of sick leave in different age cohorts and attitudes towards the use of sick leave. The research was carried out at two case study sites. Managers were interviewed and focus groups were held with workers. A complex pattern was found, suggesting structural issues such as sick leave entitlements, workplace organisation, and flexible work patterns interacted with managers' and workers' attitudes, age, gender and family responsibilities. Flexible workplace hours, and part payment for unused sick leave and insecurity of employment appeared as important factors in reducing absenteeism. The most striking finding was that older workers past pensionable age took the least sick leave. Older workers were careful to conserve sick leave as a 'cushion' for serious illness. Workplace pressures especially those resulting from the failure of management to replace absent workers resulted in work pressure on peers and thus reluctance of workers to take leave.

Journal Article↗
PubMed1992

[Involuntary smoking in a workplace situation--discomfort of nonsmokers and interpersonal awareness of smokers].

A questionnaire survey was conducted to examine the socio-behavioral interaction between smokers and nonsmokers in a workplace situation. A socio-behavioral interaction is hypothesized to be centered around the subjective discomfort such as 'bothered feelings' towards involuntary smoking among nonsmokers. Study subjects were 1,134 nonsmokers and 1,457 smokers working in 21 small-scale production companies in Japan. Among nonsmokers, a combined 93.3% reported 'perceived exposure to smoking', 'always', 'often', or 'sometimes' compared to 6.6% reporting 'never'. Similarly, 74.6% experienced 'bothered feelings' 'sometimes', 'always', or 'often' compared to 25.3% reporting 'never'. A combined total of 39.4% expressed their discomfort to smokers 'sometimes', 'often', and 'always' compared to 60.6% who 'never' did. In contrast, 59.1% of smokers responded that they smoked with consideration of nonsmokers' presence (interpersonal awareness) 'sometimes', 'often', and 'always' compared to 41.0% for 'never'. 'Bothered feelings' among nonsmokers was significantly lower among those with past smoking history and correlated positively with 'perceived exposure to smoking' (rs = 0.22, p less than 0.001) and with 'expression of discomfort among both male (rs = 0.32, p less than 0.001) and female nonsmokers (rs = 0.34, p less than 0.001). Among male smokers 'interpersonal awareness' was significantly higher for those with less cigarette consumption and with past history of smoking cessation. A regression analysis was performed using mean scores calculated for smokers and nonsmokers of each workplace. Lower 'bothered feelings' of nonsmokers significantly correlated with higher 'interpersonal awareness' of smokers (r = -0.59, p less than 0.005). These finding imply the presence of socio-behavioral interactions between smokers and nonsmokers and thus suggest the significance of workplace education on involuntary smoking.

Adult↗
PubMed2004

Workplace violence in health care: recognized but not regulated.

Workplace violence is one of the most complex and dangerous occupational hazards facing nurses working in today's health care environment. This article includes critiques of the conceptual, empirical, and policy progress of the past decade, a discussion of the need for methodologically rigorous intervention effectiveness research, and a description of a joint-labor management research effort aimed at documenting a process to reduce violence in a state mental health system. The development of a typology of workplace violence has advanced our understanding of the relationship of the perpetrator of the violence to the victim and provided a foundation for conceptual frameworks linking etiology and prevention. Even though health care workers may be exposed to four types of violence in the course of their work, the overwhelming majority of threats and assaults against caregivers come from patients (Type II), justifying emphasis on this type of violence. Individual nurses and direct care providers have very little influence over the level of violence in their workplaces, but through collective action are poised to influence policies designed to protect the health care workforce.

Guidelines as Topic↗
PubMed2005

[Severity of workplace injuries by occupation in Italy in the 1990's].

BACKGROUND: The indicators of severity commonly used for studying workplace injuries are somewhat limited. It is possible to use RIDIT Analysis (Relative to an Identified Distribution) as an alternative method OBJECTIVES: To order occupations in Italy by severity of workplace injuries and discuss the methodological problems and the outcomes from available administrative data. METHODS: The database included injuries defined by INAIL (National Institute for Insurance against Occupational Accidents and Diseases) in Italy in the period 1995-99 in the industrial and artisan sectors (1,647,220 events). RIDIT Analysis was applied using Bross analysis of ordinal data. A distribution of injuries in Italy for the same period on a six-level scale of severity was used as a reference. The RIDIT value for each occupation was calculated and stratified by age, sex, and occupational sector. RESULTS: Among men, the occupations in which injuries were more severe than the average in Italy were construction, transport, woodworking, and mining. Above-average injury severity among women was found in transport drivers, postwomen, messengers, and workers in performing arts, the food industry, and tourism. A positive relationship between age and severity of injury was observed in all occupations in both sexes. Average severity was higher among artisans. CONCLUSIONS: The method used allows ranking of occupations according to injury severity and should be systematically introduced into existing systems of surveillance so that data can be used to foster prevention and workplace safety.

Accidents, Occupational↗
PubMed2005

The meaning of workplace discrimination for women with disabilities.

Studies have found that persons with disabilities who are also members of other minority groups or women encounter dual discrimination. This paper describes how women with disabilities who are in the workplace experience discrimination. In order to determine whether discrimination was a viable issue, theoretical contexts of feminist theory, disability theory, and attribution theory were examined as well as literature examining employment of women with disabilities. For this study, three women with various disabilities were interviewed regarding the effect of their disability on their typical workday, their employment and job seeking history, and employment opportunities. Qualitative data were also provided through mapping by the participants and pictorial data of worksites. Data were grouped into themes of pre-conceived notions of others, attitudes of others, accommodation issues, inclusion issues and exploitation issues. From these themes definitions of discrimination, nondiscrimination in the workplace were developed. Conclusions include the need for more research on workplace experiences of other or more specific populations that experience discrimination as well as the need for ethical reflection on the part of the researcher regarding vulnerable populations.

Persons with Disabilities↗
PubMed2005

Drivers of workplace discrimination against people with disabilities: the utility of Attribution Theory.

The purpose of this paper was to determine what drives workplace discrimination against people with disabilities. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments. The sample included 35,763 allegations of discriminations filed by people with disabilities under the employment provisions of the Americans with Disabilities Act. Group A included impairments deemed by Corrigan et al. [1988] to be uncontrollable but stable: visual impairment (representing 13% of the total allegations in this study), cancer (12%), cardiovascular disease (19%), and spinal cord injuries (5%). The controllable but unstable impairments in group B included depression (38%), schizophrenia (2%), alcohol and other drug abuse (4%), and HIV/AIDS (7%). The Equal Employment Opportunity Commission had resolved all allegations in terms of merit Resolutions (a positive finding of discrimination) and Resolutions without merit. Allegations of workplace discrimination were found to center mainly on hiring, discharge, harassment, and reasonable accommodation issues. Perceived workplace discrimination (as measured by allegations filed with EEOC) does occur at higher levels in Group B, especially when serious issues involving discharge and disability harassment are involved. With the glaring exception of HIV/AIDS, however, actual discrimination (as measured by EEOC merit Resolutions) occurs at higher levels for Group A.

Adult↗
PubMed1992

Protection from environmental tobacco smoke in California. The case for a smoke-free workplace.

OBJECTIVE: To determine the extent of exposure of nonsmoking indoor workers to environmental tobacco smoke (ETS) according to type of work-site smoking policy, work area, workplace size, and demographic characteristics. DESIGN AND PARTICIPANTS: Participants included 7162 adult, nonsmoking, indoor workers who were interviewed as part of the 1990 California Tobacco Survey. Respondents were asked whether anyone had smoked in their work area within the past 2 weeks. RESULTS: An estimated 2.2 million California nonsmokers were exposed to tobacco smoke at indoor work sites in 1990. Nonsmoker exposure to ETS was 9.3% for those working in a smoke-free worksite, 23.2% for those working where there was only a work-area restriction, 46.7% for those working where there was a policy that did not include the work area, and 51.4% for those working where there was no work-site smoking policy. After adjustment for type of work area (eg, office, open area), workplace size, and demographic factors, it was determined that nonsmokers working where there was only a work-area ban were 2.8 times more likely to be exposed to ETS than those working in a smoke-free work site. In workplaces with no policy or a policy not covering the work area, nonsmokers were over eight times more likely to be exposed to ETS than those who worked in a smoke-free work site. Nonsmokers who were 18 to 24 years of age, male, or Hispanic, and those with less than a high school education had more exposure to ETS. CONCLUSION: These results indicate that adequate protection of nonsmokers from ETS exposure requires a smoke-free work site.

Adolescent↗
PubMed2006

[Determination of time-weighted average concentration for vinyl chloride in the air of workplace].

OBJECTIVE: To establish a gas chromatographic method with carbon disulfide desorption for time-weighted average (TWA) concentration of vinyl chloride in the air of workplace. METHODS: Vinyl chloride in the air was sampled individually with activated charcoal tube. Vinyl chloride was desorbed by carbon disulfide for 30 minutes and analyzed by GC (FID). Time was used for qualitative analysis and peak area was for quantitative analysis. RESULTS: Linearity range was 0.0264-1.6896 mmol/L and the coefficient of correlation was 0.9999. Limit of detection: 1.2 ng (injection of 1microl). Relative standard deviation that expressed precision ranged from 3.8% to 6.7% for different concentrations. And average desorption efficiency of carbon disulfide was 90.77%. CONCLUSION: These indicators were corresponding to the Chinese guideline of the method for determination of toxic substances in workplace air and confirmed to be suitable for determining TWA concentration of vinyl chloride in workplace.

Air Pollutants, Occupational↗
PubMedDate not supplied

[Experience of a centre for the study of occupational adjustment disorders referred to psychological harassment-related diseases at the workplace].

BACKGROUND: The rising awareness of psychological harassment at the workplace means that it is ever more important to collect clinical data and test tools to assess psychiatric disease connected with this phenomenon. OBJECTIVES: The aim of the study was to assess the experience gained by the centre for work maladjustment of the University Hospital of Pisa on a sample of patients, using the methods proposed by the centre at the Clinica del Lavoro "Luigi Devoto". MATERIALS AND METHODS: The patients were submitted to a diagnostic protocol consisting of work history, medical examination, psychological assessment, psychiatric examination, subjective questionnaires, mood scale and Neutest. The analysis was made in two phases in which 109 subjects were examined to check occupational stress effects in the period March 2002 - July 2004, after which 50 subjects were selected (45.9%) with the adaptation disorder and a history of adverse working conditions. RESULTS: The data gathered showed a slight predominance of workers from the public administration sector. The most representative range of duration of the psychological violence varied from 6 months to 2 years (46%). From close examination of the causes of the maladjustment disorders, structural changes in organization appeared to be the most frequent (13 cases). Among patients with positive diagnosis of disorder caused by psychological violence at the workplace, three situations were prominent: attitude to being a social outcast, behaviour to ignore proposals, and professional declassing. CONCLUSIONS: The multidisciplinary approach was culturally very stimulating and fundamental in reaching a final diagnosis of occupational disease: diagnosis of bullying at work and related disease was possible only thanks to the fact that three specialists agreed on the aetiological role of psychological harassment at the workplace. Our experience confirms that psychological harassment can cause health impairment and the most common diagnosis is maladjustment disorder.

Adult↗
PubMed1985

[Improvement in well-being in the workplace : a challenge for support programs for employees.].

The workplace is a social environment and for many the opportunity for social interaction at work is a source of satisfaction. Yet, the quality of relations is variable and can be a source of anxiety, stress and work dissatisfaction. There is a need to enhance employee well-being and to improve social relations by increasing the opportunity for social support at the workplace. Two approaches are proposed: (a) as a health promotion strategy, to provide employees with training in interpersonal skills, and (b) as a component of aftercare, to foster the development of formal and informal support networks in order to reintegrate employees with emotional difficulties into the workplace. These strategies are discussed in the light of their applicability to EAP practice.

English Abstract↗
PubMed2006

Virtual exclusion and telework: barriers and opportunities of technocentric workplace accommodation policy.

Teleworking, a restructuring of the manner in which work occurs, based on information communication technologies (ICTs), is a promising way of further integrating people with disabilities into the workplace. In contrast to telecommuting, in which the work is primarily shifted in locale, telework is a restructuring of the tasks to be accomplished within the larger work setting which could result in "work" being done remotely, or collaboratively with coworkers (remotely or not) using ICTs. Drawing upon a review of the literature, this paper explores the relationship between telework and people with disabilities. While the advent of telecommuting and subsequently "teleworking" might open increased opportunities for the hiring of people with disabilities, it may also place severe constraints on the type of work, workplace environment and interactions, and accumulation of social capital for people with disabilities. Whereas much of the prevailing literature on telework and disability is often proscriptive in nature and is written with an audience of employers in mind, it is just as important to consider policy options from the standpoint of the employee as well. This paper proposes a number of policy approaches for the creation of an inclusive work environment for teleworkers with disabilities that can minimize, as much as possible, the social isolation faced by teleworkers with disabilities while maximizing their participation within the workplace community. Policy objectives for enhancing telework for people with disabilities fall into three general categories: 1) research, 2) outreach, and 3) interventions.

Persons with Disabilities↗
PubMedDate not supplied

[Assessment of exposure to chemical substances in the air at the workplace for comparison with limit values and measurement strategy. Presentation of the work of the European Committee on Normalization in its current state].

After summarizing the various difficulties or uncertainties involved in sampling and measuring procedures at the workplace, two phases to assess workplace exposures are described: an initial appraisal and, when applicable, periodic measurements. The initial assessment includes the identification of potential exposures, the determination of workplace factors, and the assessment of exposures. For exposure measurements, the selection of workers, pattern of sampling and number of samples have to be determined. Conclusions are drawn from the results.

Air Pollutants, Occupational↗
PubMed1991

Drugs and alcohol in the workplace.

1. In response to increased costs of drug abuse due to decreased productivity by impaired workers, many corporations, either voluntarily or under federal mandate, have adopted a drug free workplace policy. 2. The main components of an anti-drug program include: management commitment, development of a drug free workplace policy, separate training programs for supervisors and employees, an Employee Assistance Program, and written drug testing procedures. 3. Signs and symptoms of the alcohol and drug abuser in the workplace are subtle. A supervisor or occupational health nurse must be astute to recognize the problem and intervene to provide assistance and counseling before a crisis occurs.

Humans↗