Search PubMed⌕ Search

SEARCH · Search PubMed

Results for “Workplace”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

Quote a phrase for an exact phrase match. Source license links do not imply unrestricted reuse.

At least 757 records · Page 42Linked to original sources
PubMed2002

Organizational behavior: affect in the workplace.

The study of affect in the workplace began and peaked in the 1930s, with the decades that followed up to the 1990s not being particularly fertile. Whereas job satisfaction generally continues to be loosely but not carefully thought of and measured as an affective state, critical work in the 1990s has raised serious questions about the affective status of job satisfaction in terms of its causes as well as its definition and measurement. Recent research has focused on the production of moods and emotions at work, with an emphasis, at least conceptually, on stressful events, leaders, work groups, physical settings, and rewards/punishment. Other recent research has addressed the consequences of workers' feelings, in particular, a variety of performance outcomes (e.g., helping behaviors and creativity). Even though recent interest in affect in the workplace has been intense, many theoretical and methodological opportunities and challenges remain.

Affect↗
PubMed2001

Depression in the workplace: costs and barriers to treatment.

Surveys estimate that 1.8 to 3.6 percent of workers in the U.S. labor force suffer from major depression. Depression has a significant impact on vocational functioning. Seventeen to 21 percent of the workforce experiences short-term disability during any given year, and 37 to 48 percent of workers with depression experience short-term disability. Studies indicate that treating workplace depression provides favorable cost offsets for employers, although a number of methodological issues have influenced the interpretation of these findings. In addition to disability costs, cost analyses need to include lost wages and indirect costs to employers, such as the costs of hiring and training new employees. In general, employers are not aware of the extent of the indirect costs of untreated depression. They have mistaken assumptions about the availability of effective treatment, and they are unaware of how often depression contributes to worker disability. The workers' compensation system and the courts have been slow to recognize depression as a work-related disability, and as a result employers have few incentives to treat and prevent workplace depression.

Major Depressive Disorder↗
PubMed2005

A simulated workplace experience for nonmedicated adults with and without ADHD.

Eighteen nonmedicated adults with attention-deficit hyperactivity disorder (ADHD) and 18 who did not have ADHD were evaluated in a full-day simulated workplace experience. It was hypothesized that adults with ADHD would evidence greater impairments on simulated tasks, off-task behavior, and self-reported ADHD symptoms than those without ADHD. Participants were compared on self-reported ADHD symptoms, objective observations, and performance on written tasks. Significant differences were noted in reading comprehension and math fluency as well as observer-rated and self-reported behavior, but not attention. The results of this study suggest that ADHD among adults is associated with significant deficits in performance of workplace tasks, internal experiences, and external observations of core symptoms of ADHD.

Adult↗
PubMedDate not supplied

Feasibility of brief intermention in the workplace for the detection and treatment of excessive alcohol consumption.

The aim of this study was to see whether brief intervention, a method used in the health care services, can be useful in the workplace. At routine health check-ups carried out by the occupational health service (OHS), employees were offered the opportunity to check their alcohol-use habits. Of the 333 employees who were offered alcohol-use screening, only six (2%) failed to participate. Of the remaining 327, 21% (n=68) screened positive for excessive alcohol consumption and were contacted by the OHS. The majority of these, 43 (62%), accepted a further check-up of their alcohol consumption. A much higher percentage of those who were contacted by telephone (80%) than those who were contacted by letter (17%) subsequently came to the OHS. One probable spin-off effect of the project was that 23 persons outside the screened group contacted the OHS about their alcohol abuse problems. The results indicate that it is feasible to use screening and secondary preventive methods at the workplace to discover alcohol abuse.

Adult↗
PubMed2006

FEV6 as a surrogate for FVC in detecting airways obstruction and restriction in the workplace.

Compared with measurements of forced vital capacity (FVC), using the forced expiratory volume in six seconds (FEV(6)) reduces test time and frustration. It was hypothesised that using FEV(6) in the workplace setting would result in an acceptably low misclassification rate for detecting airways obstruction and spirometry-defined restriction when compared with using the traditional FVC. Experienced technicians from the National Institute for Occupational Safety and Health performed spirometry using dry rolling-seal spirometers as per American Thoracic Society guidelines in four workplace investigations. Airways obstruction was defined as an FEV(1)/FVC % below the lower limit of normal (LLN) using National Health and Nutrition Examination Survey III reference equations. Restriction was defined as an FVC below the LLN with a normal FEV(1)/FVC %. These "gold standard" definitions were compared with definitions based on FEV(6) (obstruction: FEV(1)/FEV(6) below the LLN; restriction: FEV(6) below the LLN with a normal FEV(1)/FEV(6)). The median (range) age of the 1,139 workers was 37 yrs (18-71 yrs) and 51.4% were male. A significantly high overall agreement was obtained between the two definitions. In conclusion, the current results confirm that forced expiratory volume in six seconds can be used as a surrogate for forced vital capacity in detecting airways obstruction and restriction in workers, although with some misclassification when compared to obtaining American Thoracic Society-acceptable manoeuvres of longer duration.

Adolescent↗
PubMed2006

Economic impact of workplace productivity losses due to allergic rhinitis compared with select medical conditions in the United States from an employer perspective.

OBJECTIVE: To evaluate the cost of lost productivity in the workplace due to allergic rhinitis compared to other selected medical conditions from an employer perspective. SETTING AND PARTICIPANTS: A total of 8267 US employees at 47 employer locations who volunteered to participate in health/wellness screenings. MEASUREMENTS: The Work Productivity Short Inventory was used to assess the impact of a predefined group of health conditions on workplace productivity for the previous 12 months. Both absenteeism and presenteeism (lost productivity while at work) were recorded. Costs were calculated using a standard hourly wage. RESULTS: Allergic rhinitis was the most prevalent of the selected conditions; 55% of employees reported experiencing allergic rhinitis symptoms for an average of 52.5 days, were absent 3.6 days per year due to the condition, and were unproductive 2.3 h per workday when experiencing symptoms. The mean total productivity (absenteeism + presenteeism) losses per employee per year were 593 US dollars for allergic rhinitis, 518 US dollars for high stress, 277 US dollars for migraine, 273 US dollars for depression, 269 US dollars for arthritis/rheumatism, 248 US dollars for anxiety disorder, 181 US dollars for respiratory infections, 105 US dollars for hypertension or high blood pressure, 95 US dollars for diabetes, 85 US dollars for asthma, and 40 US dollars for coronary heart disease. The mean total productivity loss per employee per year due to caregiving was 102 US dollars for pediatric respiratory infections, 85 US dollars for pediatric allergies, 49 US dollars for Alzheimer's disease, and 42 US dollars for otitis media/earache. CONCLUSIONS: Allergies are major contributors to the total cost of health-related absenteeism and presenteeism. Payers and employers need to consider this when determining health benefits for employees.

Costs and Cost Analysis↗
PubMedDate not supplied

Fostering psychosocial wellness in oncology nurses: addressing burnout and social support in the workplace.

PURPOSE/OBJECTIVES: To identify psychosocial wellness and the avoidance of burnout as key priorities for the retention of oncology nurses and to describe a program designed for a specific setting to enhance the psychosocial wellness and coping skills of oncology nurses. DATA SOURCES: Published research, books, and journal articles; theory; practice; and personal experience. DATA SYNTHESIS: Oncology nurses benefit from programs designed to bolster the development of coping skills to reduce stress, foster supportive relationships in the workplace, facilitate work-related grief and bereavement, and reduce burnout. CONCLUSIONS: Fostering psychosocial wellness in the workplace potentially can increase oncology nurse retention. IMPLICATIONS FOR NURSING: A renewed recognition of the stressful nature of oncology nursing should give rise to programs that address the psychological well-being of oncology nurses. Oncology nursing leadership, recognizing the potential for stress and burnout inherent in this profession, should research and develop programs to enhance staff coping skills and mutual support.

Attitude of Health Personnel↗
PubMed2006

Workplace aggression: beginning a dialogue.

The June 2005 Clinical Journal of Oncology Nursing editorial titled "Communication: Whose Problem Is It?" (Griffin-Sobel, 2005) was written to begin a dialogue about a phenomenon frequently experienced yet rarely discussed: workplace aggression, also known as disruptive behavior. Prompted by a groundbreaking study published in the American Journal of Nursing by Rosenstein and O'Daniel (2005), the editorial challenged oncology nurses to begin to fix problems of communication. After reflecting on both of the articles and considering my own experience as a nurse manager, clinician, and scholar, I decided to explore the topic as it relates to nurse-to-nurse workplace aggression. The following is a summary of interviews with nurse managers, nurse practitioners, and nurse scientists about root causes and effective strategies to manage these sometimes complicated situations. This article is meant to continue the dialogue about the very sensitive issue. Confidentiality has been maintained, and I welcome your comments.

Aggression↗
PubMedDate not supplied

Workplace exposure to submicron particle mass and number concentrations from manual arc welding of carbon steel.

Particle emissions from manual shielded metal arc welding of carbon steel were sampled in a typical industrial maintenance and metal fabrication workplace environment. Particle number measurements over the size range from 14 nm to 10 microm using a scanning mobility particle sizer and an optical particle counter showed that welding produced an approximately lognormal particle mode with a 120 nm count median and a geometric standard deviation of 2.07. This study produced welding particle number concentrations on the order of 2 x 10(5)/cm(3) in the building air 8.5 m away from the welding. Workplace exposure samples were below the current 8-hour American Conference of Governmental Industrial Hygienists mass concentration threshold limit value of 5 mg/m(3). Submicron particles comprised 80% of the total aerosol mass collected by a cascade impactor during welding. The concentration of larger particles was indistinguishable from indoor background. Microscopy showed that the welding emissions are dominated by clusters formed from <0.1 microm primary spheres. These data on the particles resulting from aerosol transformation by natural dilution inside an industrial building can be compared with laboratory-scale studies of welding particulate. The particle number characteristics observed in this study are significant because toxicological hypotheses suggest that number or surface area may be a better metric than mass when evaluating the health effects of fine particles.

Environmental Monitoring↗
PubMed1999

Workshop summary: assessing exposure to environmental tobacco smoke in the workplace.

Environmental tobacco smoke (ETS) is a term now widely used to refer to the mixture of sidestream smoke and exhaled mainstream smoke that pollutes air in locations where tobacco smoking is taking place. A multidisciplinary workshop was convened to address key issues related to ETS exposure in the workplace in order to prepare the groundwork for a risk assessment of the hazard ETS poses to workers. Workshop participants concluded that substantial evidence was now available on worker exposure to ETS using both direct and indirect approaches to exposure assessment and that these data could be used to project distribution of exposures to ETS in the nation's workplaces. This summary of the discussions at the workshop is an overview of the suggested approach to exposure assessment.

Air Pollutants, Occupational↗
PubMed2004

Nature and prevalence of mental illness in the workplace.

This discussion paper explores the state of knowledge about the prevalence of mental illness and its effect on the working population. Major trends in the literature are also commented on, and significant gaps in knowledge are identified. Annually, 12% of Canadians from 15 to 64 years suffer from a mental disorder or substance dependence. Few studies have examined the prevalence of mental disorders among Canadian workers. Results from Ontario estimate that monthly, about 8% of the working population has a diagnosable mental disorder. Preliminary findings also indicate differences in the prevalence of mental disorders among workers with regard to occupation, age, sex, physical disorders, work environment and work-related stress. Studies indicate that mental and emotional health problems are associated with staggering social and economic costs, which create a heavy burden on the workplace. About one-third of society's depression-related productivity losses can be attributed to work disruptions. The impact of mental illness on the workplace has been examined in terms of its effect on presenteeism, absenteeism and disability days. The presence of any of these has been used to indicate decreased productivity, the largest burden arising from presenteeism. In total, Canada annually loses about $4.5 billion from this decreased productivity. Mental illness is also associated with short-term and long-term disability, which in turn is often related to insurance coverage. Mental illness related disability claims have doubled and mental illness accounts for 30% of disability claims, at a cost of $15 to $33 billion annually. The needs of the working population and employers must be addressed. We must be aware of patterns of mental disorder among occupational groups and industry sectors. In addition, we must understand how the disability benefit structure impacts the prevalence as well as patterns of disability related to mental illness. Effective policies and programs must be based on solid evidence.

Absenteeism↗
PubMed2004

Workplace culture and mental health are interwoven.

Workplace health is a serious issue. Illness and injury take a significant toll on employers, employees and the bottom line. Research has focused primarily on the physical health and injury side of the workplace health equation, with much less attention being paid to the mental health factors that affect employers, employees, families, productivity, efficiency, quality, creativity and innovation.

Humans↗
PubMed2004

Perceived organizational tolerance for workplace harassment and distress and drinking over time [harassment and mental health].

Research has linked workplace harassment and abuse with distress and drinking. However, increasing societal attention to sexual harassment (SH) has been accompanied by pressures on work organizations to censure harassing behaviors. We address altered perceptions of the organizational tolerance (OT) for SH and generalized workplace abuse (GWA), changes in the prevalence and incidence of these experiences, and their impact on distress and drinking behaviors. A cohort of workers completed a mail survey at three points in time. Questionnaires assessed perceptions of OT for SH and GWA, experiences of SH and GWA, coping, and distress and drinking behaviors. Both sexes perceived that tolerance of SH and GWA has decreased over time. Changes in reported prevalence of these experiences differed by gender, and incidence for both genders decreased more strongly than prevalence. The linkages between SH/GWA and distress and drinking changed over time, but in different ways for women and men. SH and GWA still have deleterious consequences, and replications of this research and greater efforts at prevention are needed.

Adaptation, Psychological↗
PubMed2006

Uptake of workplace HIV counselling and testing: a cluster-randomised trial in Zimbabwe.

BACKGROUND: HIV counselling and testing is a key component of both HIV care and HIV prevention, but uptake is currently low. We investigated the impact of rapid HIV testing at the workplace on uptake of voluntary counselling and testing (VCT). METHODS AND FINDINGS: The study was a cluster-randomised trial of two VCT strategies, with business occupational health clinics as the unit of randomisation. VCT was directly offered to all employees, followed by 2 y of open access to VCT and basic HIV care. Businesses were randomised to either on-site rapid HIV testing at their occupational clinic (11 businesses) or to vouchers for off-site VCT at a chain of free-standing centres also using rapid tests (11 businesses). Baseline anonymised HIV serology was requested from all employees. HIV prevalence was 19.8% and 18.4%, respectively, at businesses randomised to on-site and off-site VCT. In total, 1,957 of 3,950 employees at clinics randomised to on-site testing had VCT (mean uptake by site 51.1%) compared to 586 of 3,532 employees taking vouchers at clinics randomised to off-site testing (mean uptake by site 19.2%). The risk ratio for on-site VCT compared to voucher uptake was 2.8 (95% confidence interval 1.8 to 3.8) after adjustment for potential confounders. Only 125 employees (mean uptake by site 4.3%) reported using their voucher, so that the true adjusted risk ratio for on-site compared to off-site VCT may have been as high as 12.5 (95% confidence interval 8.2 to 16.8). CONCLUSIONS: High-impact VCT strategies are urgently needed to maximise HIV prevention and access to care in Africa. VCT at the workplace offers the potential for high uptake when offered on-site and linked to basic HIV care. Convenience and accessibility appear to have critical roles in the acceptability of community-based VCT.

AIDS Serodiagnosis↗
PubMed1997

The relationship of gender balance at work, family responsibilities and workplace characteristics to drinking among male and female attorneys.

OBJECTIVE: The purpose of this study was to investigate the relationship of gender balance at work, family and home responsibilities and workplace factors to the drinking behaviors of attorneys. METHOD: Using a stratified random sampling procedure, attorneys were selected from the bar associations of two large Midwestern cities. Telephone interviews were completed with 300 men and 257 women (37.3% of those originally selected), who were asked about characteristics of their work, the numbers of female attorneys they had contact with in four types of working relationships, overall and work-related drinking, and family and home responsibilities. Multiple regression and discriminant analyses were used to study the influence of these variables on drinking. RESULTS: Gender balance variables entered several of the analyses. For both men and women the frequency of work-related drinking positively correlated with the number of female attorneys in the organization, but was negatively related to the number of women who were peers. Family and home responsibilities entered predictive equations, both positively and negatively, for both men and women. Size of firm was positively correlated with frequency of business-related drinking and, for men, with frequency of social drinking related to work. CONCLUSIONS: The influence of the gender composition of the workplace on drinking behaviors may vary, for both men and women, by the type of contact involved, with closer or more active involvement with female colleagues associated with decreased frequency of drinking. Work-related drinking may also be related to home and family demands and the size of the firm, again for both genders.

Adult↗
PubMed2000

Social control and workplace drinking norms: a comparison of two organizational cultures.

OBJECTIVE: This article reports on an investigation of the relationship of social control mechanisms at work to drinking practices of 10,000 salaried and hourly employees working in the same U.S. industry, with the same union, but in two different work environments. One work environment reflected an organizational culture that is traditional to U.S. management; the other was based on a nontraditional Japanese transplant model. METHOD: The research team used a combination of methods including in-home surveys (N = 1,723; 1,378 men) and ethnography (110 semistructured interviews and 200 hours of direct observation inside the plants). Respondents were asked about general and work-related drinking, perceptions of drinking norms, strengths or weaknesses of alcohol-related policies and procedures for policy enforcement. RESULTS: Although overall consumption rates in both populations were similar, significant differences between the two samples existed regarding work-related drinking. The Traditional (i.e., U.S.) model was associated with more permissive norms regarding drinking before or during work shifts (including breaks) and higher workplace drinking rates than the Transplant (i.e., Japanese) model. Analyses revealed that alcohol policies, and the extent to which policies are actually enforced, predicted drinking norms and alcohol availability at work. Drinking norms, in turn, predicted work-related drinking and accounted for differences in alcohol consumption between the two worksites. Analyses of ethnographic data provided descriptive understandings of aspects of the two organizational cultures that disabled mechanisms for social control of drinking in one setting and enabled those mechanisms in the other. CONCLUSIONS: These understandings of how social control mechanisms predict work-related drinking practices provide guidelines for alcohol problem prevention in a specific kind of occupational environment. However, our identification of aspects of social control that successfully regulate workplace drinking is applicable to other kinds of occupational settings as well.

Adult↗
PubMed2002

Workplace harassment/abuse and alcohol-related outcomes: the mediating role of psychological distress.

OBJECTIVE: This article embraces a tension-reduction or self-medication perspective on alcohol use and misuse. It empirically addresses the role that psychological distress plays in mediating the relationships between harassing and abusive interpersonal experiences in the workplace and altered alcohol use and misuse. METHOD: A mail survey was completed by 2,038 university employees (1,098 women and 940 men) at two points in time. Specific hypotheses were tested involving (1) the extent to which the onset and chronicity of harassment and abuse predicted varied Wave-2 drinking outcomes, (2) the extent to which the onset and chronicity of harassment and abuse predicted three forms of Wave-2 psychological distress, (3) the associations between Wave-2 psychological distress and drinking outcomes and (4) the extent to which the associations between harassment/abuse and drinking outcomes disappeared when the salient forms of symptomatic distress functioned as control variables. RESULTS: The data showed that harassment and abuse predicted drinking outcomes and psychological distress, and that the associations between harassment/abuse and drinking outcomes were partially mediated by distress. CONCLUSIONS: The findings lend support to the tension-reduction perspective and have important implications for intervention and prevention involving workplace harassment and abuse.

Alcohol Drinking↗
PubMed2005

Effects of a supervisory education for positive mental health in the workplace: a quasi-experimental study.

Single-session supervisory education was developed in conjunction with the Japanese national guidelines for the promotion of employee mental health. Totally 267 voluntary supervisors in a prefectural office were presented with comprehensive information on the role they had to fulfill to promote mental health in the workplace. Totally 864 office employees (53%) were evaluated to determine whether education had had an effect on their psychological distress and job performance. The findings from the departments in which more than one-third of the supervisors had attended education were compared to those from the departments in which no more than one-third of the supervisors had attended education. Three months after the education, the levels of psychological distress and, to a lesser extent, self-reported job performance improved among employees in the departments in which at least one-third of the supervisors attended the education compared to those from departments with lower attendance rates of the supervisors. For the psychological outcome, the positive educational effect was supported by statistically significant interaction terms between time and department category with adjustment for the confounders. Favorable changes were noted among supervisors who received the education in knowledge, attitude, and behavior regarding mental health practices. The behavioral changes were related to decreasing workplace problems and referral of employees to the liaison office and associated medical institutions. Despite several limitations, the findings suggest that providing supervisors with appropriate information has a positive effect on employee psychological well-being.

Administrative Personnel↗