Relevant bibliographies by topics / Integrative Workplace Health Management

Academic literature on the topic 'Integrative Workplace Health Management'

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Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Integrative Workplace Health Management"

1

Chu, Cordia, and Sophie Dwyer. "Employer Role in Integrative Workplace Health Management." Disease Management and Health Outcomes 10, no. 3 (2002): 175–86. http://dx.doi.org/10.2165/00115677-200210030-00005.

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2

Nandram, Sharda. "Humane Organizing in a Post-COVID-19 World: Learning from Buurtzorg’s Trust-Based Decentralization." Journal of Management, Spirituality & Religion 18, no. 5 (October 1, 2021): 375–99. http://dx.doi.org/10.51327/mxfl6361.

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This paper examines the enablers and consequences of less hierarchical organizing in which humane values are in focus as a path toward spirituality in the workplace. It describes Buurtzorg Nederland, a revolutionary case in home health care due to its radically decentralized structure and integrative, autonomous system of organizing. Data were collected by studying the responses of directors and nurses to the COVID-19 pandemic. A formative grounded theory methodology based on theoretical sampling using two additional qualitative data sets is used. The paper demonstrates that the simplification of organizational structures through integrative self-management helps to put the organization’s purpose at the center. Even in times of COVID-19 pandemic, this decentralized organizational architecture is empowering. The core concept of integrating simplification is elaborated using the enablers of serving, attuning, and trusting, wherein the concept of trust emerges as foundational.
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Dennerlein, Jack T., Lisa Burke, Erika L. Sabbath, Jessica A. R. Williams, Susan E. Peters, Lorraine Wallace, Melissa Karapanos, and Glorian Sorensen. "An Integrative Total Worker Health Framework for Keeping Workers Safe and Healthy During the COVID-19 Pandemic." Human Factors: The Journal of the Human Factors and Ergonomics Society 62, no. 5 (June 9, 2020): 689–96. http://dx.doi.org/10.1177/0018720820932699.

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Objective The aim was to recommend an integrated Total Worker Health (TWH) approach which embraces core human factors and ergonomic principles, supporting worker safety, health, and well-being during the COVID-19 pandemic. Background COVID-19 has resulted in unprecedented challenges to workplace safety and health for workers and managers in essential businesses, including healthcare workers, grocery stores, delivery services, warehouses, and distribution centers. Essential workers need protection, accurate information, and a supportive work environment with an unwavering focus on effective infection control. Method The investigators reviewed emerging workplace recommendations for reducing workers’ exposures to the novel coronavirus and the challenges to workers in protecting their health. Using a theoretical framework and guidelines for integrating safety and health management systems into an organization for TWH, the investigators adapted the framework’s key characteristics to meet the specific worker safety and health issues for effective infection control, providing supports for increasing psychological demands while ensuring a safe work environment. Results The recommended approach includes six key characteristics: focusing on working conditions for infection control and supportive environments for increased psychological demands; utilizing participatory approaches involving workers in identifying daily challenges and unique solutions; employing comprehensive and collaborative efforts to increase system efficiencies; committing as leaders to supporting workers through action and communications; adhering to ethical and legal standards; and using data to guide actions and evaluate progress. Conclusion Applying an integrative TWH approach for worker safety, health, and well-being provides a framework to help managers systematically organize and protect themselves, essential workers, and the public during the COVID-19 pandemic. Application By using the systems approach provided by the six implementation characteristics, employers of essential workers can organize their own efforts to improve system performance and worker well-being during these unprecedented times.
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Huang, Hui-Ting, Chung-Hung Tsai, Chia-Fen Wang, Tzu-Chao Chien, and Shu-Hao Chang. "Exploration of COVID-19 Pandemic Prevention Behaviors among Healthcare Workers." Healthcare 11, no. 2 (January 4, 2023): 153. http://dx.doi.org/10.3390/healthcare11020153.

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Since the outbreak of COVID-19, the pandemic has become an important topic of global public health. To reduce the rapid spread of the pandemic, compliance with preventive behaviors has become one of the important guidelines from the World Health Organization (WHO). Healthcare workers stand on the frontline for pandemic prevention, and preventive behaviors are essential measures to protect their health and safety. The purpose of this study was to propose an integrative model that explained and predicted COVID-19 preventive behaviors among healthcare workers. The study integrated workplace safety climate and the health belief model (HBM) to verify the impact of workplace safety climate and health belief factors on the safety attitude, safety compliance, and safety satisfaction of healthcare workers performing COVID-19 pandemic prevention behaviors. A cross-sectional study was conducted from March to August 2021 with a self-administered online questionnaire. The sample of the study was drawn from healthcare workers of a famous medical institution in Taipei City as research subjects. After collecting 273 valid questionnaires and verifying them through the analysis of structural equation modeling (SEM), the findings revealed that workplace safety climate had an impact on health belief factors, and then health belief factors had impacts on safety attitudes. In addition, safety attitude affected safety compliance, while safety compliance further affected safety satisfaction. The study showed that workplace safety climate can strengthen healthcare workers’ health beliefs and further affect their safety attitudes, safety compliance, and safety satisfaction. The study attempted to propose a model of healthcare workers’ pandemic prevention behaviors as a reference for medical facility administrators in real practice.
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Meacham, Hannah, Jillian Cavanagh, Timothy Bartram, Patricia Pariona-Cabrera, and Amie Shaw. "Workplace health promotion interventions for Australian workers with intellectual disability." Health Promotion International 36, no. 2 (February 22, 2021): 321–33. http://dx.doi.org/10.1093/heapro/daaa129.

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Summary Workplace health promotion (WHP) and the general wellbeing of workers in the Australian workforce should be a priority for all management. Our study argues that management support for workers with an intellectual disability (WWID) can make a difference to their health promotion and ultimately their participation in the workforce. We adopt a qualitative approach, through semi-structured interviews with 22 managers, across various organizations, to examine their perspectives around the WHP of WWID. We integrate the key values of WHP; rights for health, empowerment for health and participation for health (Spencer, Corbin and Miedema, Sustainable development goals for health promotion: a critical frame analysis, Health Promot Int 2019;34:847–58) into the four phases of WHP interventions; needs assessment, planning, implementation and evaluation (Bortz and Döring, Research Methods and Evaluation for Human and Social Scientists, Heidelberg: Springer, 2006) and examine management perspectives (setting-based approach) on WHP of WWID. Where this integration had taken place, we found some evidence of managers adopting more flexible, innovative and creative approaches to supporting the health promotion of WWID. This integration seemed to drive continuous improvement for WWID health promotion at the workplace. We also found evidence that some organizations, such an exemplar film company, even over deliver in terms of supporting WWID needs by encouraging their capabilities in film making interventions, whilst others are more direct in their support by matching skills to routine jobs. Our approach demonstrates that incorporating key WHP values into the four-phase WHP framework is critical for the effective health promotion of WWID.
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Spitzbart, S., and C. Heigl. "The Role of Healthy Workplace in Austria." Russian Journal of Occupational Health and Industrial Ecology, no. 4 (May 22, 2019): 229–32. http://dx.doi.org/10.31089/1026-9428-2019-59-4-229-232.

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The topic of healthy workplace is part of the Austrian health targets. The 10 Austrian health targets were developed with the aim to prolong the healthy life years of all people living in Austria within 20 years (until 2032), irrespective of their level of education, income or personal living condition. Th e 10 health targets were offi cially approved by the Bundesgesundheitskommission and the Council of Ministers in summer 2012. Th ey were mentioned in two government programs and are an important basis for the health reform process. Th e fi rst health target focuses on provide health-promoting living and working conditions for all population groups through cooperation of all societal and political areas. Healthy working conditions are a relevant determinant for health and at the focus of health politics in Austria.Developing a national strategy for healthy workplaces is thereby the most infl uential activity that is set by the Ministry of Labour, Social Aff airs, Health and Consumer Protection and Social Security Institutions. Th e main aim of this strategy is to develop an integrated system, in order to achieve the needs of the people and companies.In Austria exists the system of employee protection, which has two specifi c aspects which the other sectors do not have: 1. Employee protection (a legal duty for companies, which means that companies have to fulfi ll the legal requirements), health promotion and reintegration (voluntary for the enterprises). 2. The Fulfi lment of the le gal requirements is controlled by federal institutions — the Labour Inspection. The Duties of these two Institutions are defi ned by federal law and focus mainly on technical protection, working conditions and which is new since 2015 on mental workloads. Health promotion is regulated by diff erent kinds of legal sources at the federal level. Concerning workplace health promotion the two biggest and most important stakeholders are the Network of Workplace Health promotion which is mostly driven by health insurance and the Funds healthy Austria.In Austria exists the national Program “Fit2work”, which is responsible for reintegration at workplaces. Th is National Program is fi nanced by Accident Insurance, Health Insurance, Pension Insurance, Employment Service, unemployment insurance, Ministry of Social and Labour and off ers services for individuals and companies.Also, the key element of the network is the quality-assurance-system, which is well accepted and established in Austria. However modern companies need integrated services that would combine workplace health promotion with employee protection and occupational integration management. These three fields have different legal bases in Austria and are implemented by diff erent institutions now, which is why there is a need for additional collaborations and networks.
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Johnson, Karen R., Sunyoung Park, and Sanghamitra Chaudhuri. "Mindfulness training in the workplace: exploring its scope and outcomes." European Journal of Training and Development 44, no. 4/5 (January 2, 2020): 341–54. http://dx.doi.org/10.1108/ejtd-09-2019-0156.

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Purpose As the concept of mindfulness gains popularity in the workplace, there is a need to understand the extent to which mindfulness-related practices are integrated into training and development activities and the impact of these practices on employees and organizations. The purpose of this study is to provide an overview of the scope of mindfulness as an intervention in the workplace and to identify outcomes of mindfulness-related training activities at the individual, job/work, team/group and organizational levels. Design/methodology/approach Torraco (2005) and Briner and Denyer's (2012) four steps (search, selection, analysis and synthesis) for conducting an integrative literature review were used for this study. This method enabled us to compare and contrast relevant articles, integrate distributed information, create new knowledge and provide research directions on mindfulness practices in work settings. Findings Through a revision of 28 empirical studies, the authors found that mindfulness-based training is an effective intervention for organizations to improve mental health, wellbeing and performance of employees. A total of 51 significant outcomes of mindfulness-related training categorized at the individual (23), job/work (17), group/team (7) and organizational (4) levels were identified. Practical implications Despite the benefits of mindfulness training, according to the research, only a handful of organizations have rolled-out this program for employees. The authors recommend that industry leaders and managers take a proactive approach and incorporate mindfulness-related practices as part of their professional development training for employees at all levels to improve personal and professional growth and performance. Originality/value This paper extends the emerging literature on mindfulness by providing a comprehensive summary of the consequences of mindfulness training at a multilevel context within the human resource development domain.
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Chen, Te Fu, Chieh Heng Ko, Chien Chao Huang, and Wen Cheng Wang. "Green Management in High-Tech Industry: A Case Study of Samsung." Advanced Materials Research 869-870 (December 2013): 737–40. http://dx.doi.org/10.4028/www.scientific.net/amr.869-870.737.

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The study adopts the model of sustainable development: three overlapping spheres (environment, society and economy) to examine green management in high-tech industry and through the case study of Samsung. Samsung Electronics adopted guidelines for protecting the environment and preserving human life on earth. The organization launched Green Management, which embodies 5 concepts: greening of Management, greening of Product, greening of Processes, greening of Workplace, and greening of Communities. The division has implemented the greening of management, products, procedures, workplaces, and local communities, by practicing focused green management. As declared in the ESH Policy, the Samsung Semiconductor Division considers environment, safety, and health as the key factors of its corporate management. To clean up and protect the environment and preserve life on earth, Samsung Electronics conducts extensive activities that integrate the concepts of environment, safety, health, and disaster prevention as the key factors of green management.
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Panditharathne, Panditharathne Nishantha Kumara Wijesekara, and Zhixia Chen. "An Integrative Review on the Research Progress of Mindfulness and Its Implications at the Workplace." Sustainability 13, no. 24 (December 15, 2021): 13852. http://dx.doi.org/10.3390/su132413852.

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Mindfulness has rapidly become a significant subject area in many disciplines. Most of the work on mindfulness has focused on the perspective of health and healthcare professionals, but relatively less research is focused on the organizational outcomes at the workplace. This review presents a theoretical and practical trajectory of mindfulness by sequential integration of recent fragmented scholarly work on mindfulness at the workplace. The review showcases that most contemporary practical challenges in organizations, such as anxiety, stress, depression, creativity, motivation, leadership, relationships, teamwork, burnout, engagement, performance, well-being, and physical and psychological health, could be addressed successfully with the budding concept of mindfulness. The causative processes due to higher mindfulness that generate positive cognitive, emotional, physiological, and behavioral outcomes include focused attention, present moment awareness, non-judgmental acceptance, self-regulatory functions, lower mind wandering, lower habit automaticity, and self-determination. Employee mindfulness could be developed through various mindfulness interventions in order to improve different organizational requirements, such as psychological capital, emotional intelligence, prosocial behavior, in-role and extra-role performance, financial and economic performance, green performance, and well-being. Accordingly, this review would be beneficial to inspire academia and practitioners on the transformative potential of mindfulness in organizations for higher performance, well-being, and sustainability. Future research opportunities and directions to be addressed are also discussed.
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Lopez-de-Ipina, Karmele, Jon Iradi, Elsa Fernandez, Pilar M. Calvo, Damien Salle, Anujan Poologaindran, Ivan Villaverde, et al. "HUMANISE: Human-Inspired Smart Management, towards a Healthy and Safe Industrial Collaborative Robotics." Sensors 23, no. 3 (January 19, 2023): 1170. http://dx.doi.org/10.3390/s23031170.

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The workplace is evolving towards scenarios where humans are acquiring a more active and dynamic role alongside increasingly intelligent machines. Moreover, the active population is ageing and consequently emerging risks could appear due to health disorders of workers, which requires intelligent intervention both for production management and workers’ support. In this sense, the innovative and smart systems oriented towards monitoring and regulating workers’ well-being will become essential. This work presents HUMANISE, a novel proposal of an intelligent system for risk management, oriented to workers suffering from disease conditions. The developed support system is based on Computer Vision, Machine Learning and Intelligent Agents. Results: The system was applied to a two-arm Cobot scenario during a Learning from Demonstration task for collaborative parts transportation, where risk management is critical. In this environment with a worker suffering from a mental disorder, safety is successfully controlled by means of human/robot coordination, and risk levels are managed through the integration of human/robot behaviour models and worker’s models based on the workplace model of the World Health Organization. The results show a promising real-time support tool to coordinate and monitoring these scenarios by integrating workers’ health information towards a successful risk management strategy for safe industrial Cobot environments.
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Dissertations / Theses on the topic "Integrative Workplace Health Management"

1

Lee, Chiao-Tzu Patricia, and N/A. "Applicability of the Integrative Workplace Health Management (IWHM) Model in Taiwan." Griffith University. Griffith School of Environment11, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070824.102636.

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Over the past three decades, globalisation and rapid technological advances have fundamentally changed socio-economic structure and have widespread impacts on the nature of work and workplace health (U. Beck, 2000; Bertucci & Alberti, 2004; Bhalla, 1996; Chu & Dwyer, 2002). They have led to fierce global competition, altered the nature of work and exposed employees to new health risks (Chu & Dwyer, 2002; Stitzel & Jarvisalo, 1997). Fierce market competition demands enterprises and industries to build new competencies, restructure and improve productivity and efficiency. Associated with these changes are increased work pressures, weakening commitment to occupational health and safety, and many negative impacts on workers’ health (G. Breucker, 2006; Missler & Theuringer, 2003; WHO, 2003). Evidence shows that the world is facing growing burden of work related fatalities, injuries and diseases, particularly a dramatic increase of work stress. As part of the global community, Taiwan has also encountered similar workplace challenges in the rapidly changing environment. It also has to confront with increasing costs from the burden of work-related injuries and diseases and to find appropriate ways to deal with the serious problems (Council of Labour Affairs Taiwan, 2003, 3005; IOSH, 2002). As the success of organisations relies on having well-qualified, motivated and healthy employees, it is essential to seek effective means to protect and promote the health of the working population (ENWHP, 2005). The integrative workplace health promotion (IWHM) model emerging in the 1990s, is regarded as a comprehensive means to address multiple determinants of health and promote employee health (G. Breucker, 2006; Chu, 2003b; WHO-WPRO, 1999). There have been a great number of international successful examples demonstrating the benefits from implementing the IWHM programs (ENWHP, 2002; Chu, Breucker, Harris, & et al., 2000). In response to these workplace challenges and new occupational health risks, Taiwan has followed the international trend to initiate a series of workplace health promotion (WHP) programs since 2001 (Bureau of Health Promotion Taiwan, 2006). However, a preliminary study revealed that many WHP projects in Taiwan have met with difficulties in encouraging employee participation and sustainable development of the programs. These results were not surprising as the majority of the WHP programs in Taiwan tended to narrowly focused on physical activities, weight control and smoking cessation, while ignoring employee needs and problems relevant to specific workplace concerns (Bureau of Health Promotion, 2003; Hsu, Chang, Peng, & Chen, 2002; Hsu, Chen, & Wu, 2004). In this regard, the comprehensive IWHM which aims to meet employee health needs and improve organisational environment may present an effective means for Taiwan to address complex workplace health issues and to create healthy and sustainable workplaces. This research aims to investigate the applicability of the IWHM model in Taiwan to deal with workplace health problems. Apart from reviewing literature and relevant case studies from international communities and in Taiwan, this study conducted a small scale pilot study and a comprehensive needs assessment at selected workplaces in Taiwan as an experiment to test the applicability of the IWHM model. In practice, this research project targeted the civil servants working at the Liming governmental community in Taichung, Taiwan as the research subject. It involves a combination of qualitative and quantitative methods for data collection and analysis. A variety of data collection techniques including in-depth interviews, focus groups, participant observations, secondary data analysis and questionnaire surveys are used to investigate the workplace health and safety problems and the staff’s health needs. A triangulation technique is used to compare and contrast the different sources of information. The findings indicated that the IWHM model is applicable in the Liming community in terms of feasible methodological approaches using a needs-based program development and implementation process, and positive program outcomes such as stair improvement to prevent falls and the establishment of long-term health management, meaningful participation, practical program activities and holistic evaluation. For potential program sustainability, this project has involved employee representatives in program implementation and taking in charge of the ongoing program activities, and has managed to establish interdepartmental partnership to address common workplace health issues. Even though this research project has not made great progress, it has been moving toward meeting the project objectives and the organisations’ needs. From the Liming experience, this research provided recommendations for future development of WHP in Taiwan including: 1) develop national policies to define clear responsibilities in WHP development at different levels; 2) establish appropriate capacity building and training programs; 3) develop practical guidelines and tools tailored to suit Taiwan’s local conditions and needs; 4) set up effective evaluation and quality management system; 5) provide a professional or technical support team to assist workplaces or industries with the development and implementation of WHP programs.
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2

Lee, Chiao-Tzu Patricia. "Applicability of the Integrative Workplace Health Management (IWHM) Model in Taiwan." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/366793.

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Over the past three decades, globalisation and rapid technological advances have fundamentally changed socio-economic structure and have widespread impacts on the nature of work and workplace health (U. Beck, 2000; Bertucci & Alberti, 2004; Bhalla, 1996; Chu & Dwyer, 2002). They have led to fierce global competition, altered the nature of work and exposed employees to new health risks (Chu & Dwyer, 2002; Stitzel & Jarvisalo, 1997). Fierce market competition demands enterprises and industries to build new competencies, restructure and improve productivity and efficiency. Associated with these changes are increased work pressures, weakening commitment to occupational health and safety, and many negative impacts on workers’ health (G. Breucker, 2006; Missler & Theuringer, 2003; WHO, 2003). Evidence shows that the world is facing growing burden of work related fatalities, injuries and diseases, particularly a dramatic increase of work stress. As part of the global community, Taiwan has also encountered similar workplace challenges in the rapidly changing environment. It also has to confront with increasing costs from the burden of work-related injuries and diseases and to find appropriate ways to deal with the serious problems (Council of Labour Affairs Taiwan, 2003, 3005; IOSH, 2002). As the success of organisations relies on having well-qualified, motivated and healthy employees, it is essential to seek effective means to protect and promote the health of the working population (ENWHP, 2005). The integrative workplace health promotion (IWHM) model emerging in the 1990s, is regarded as a comprehensive means to address multiple determinants of health and promote employee health (G. Breucker, 2006; Chu, 2003b; WHO-WPRO, 1999). There have been a great number of international successful examples demonstrating the benefits from implementing the IWHM programs (ENWHP, 2002; Chu, Breucker, Harris, & et al., 2000). In response to these workplace challenges and new occupational health risks, Taiwan has followed the international trend to initiate a series of workplace health promotion (WHP) programs since 2001 (Bureau of Health Promotion Taiwan, 2006). However, a preliminary study revealed that many WHP projects in Taiwan have met with difficulties in encouraging employee participation and sustainable development of the programs. These results were not surprising as the majority of the WHP programs in Taiwan tended to narrowly focused on physical activities, weight control and smoking cessation, while ignoring employee needs and problems relevant to specific workplace concerns (Bureau of Health Promotion, 2003; Hsu, Chang, Peng, & Chen, 2002; Hsu, Chen, & Wu, 2004). In this regard, the comprehensive IWHM which aims to meet employee health needs and improve organisational environment may present an effective means for Taiwan to address complex workplace health issues and to create healthy and sustainable workplaces. This research aims to investigate the applicability of the IWHM model in Taiwan to deal with workplace health problems. Apart from reviewing literature and relevant case studies from international communities and in Taiwan, this study conducted a small scale pilot study and a comprehensive needs assessment at selected workplaces in Taiwan as an experiment to test the applicability of the IWHM model. In practice, this research project targeted the civil servants working at the Liming governmental community in Taichung, Taiwan as the research subject. It involves a combination of qualitative and quantitative methods for data collection and analysis. A variety of data collection techniques including in-depth interviews, focus groups, participant observations, secondary data analysis and questionnaire surveys are used to investigate the workplace health and safety problems and the staff’s health needs. A triangulation technique is used to compare and contrast the different sources of information. The findings indicated that the IWHM model is applicable in the Liming community in terms of feasible methodological approaches using a needs-based program development and implementation process, and positive program outcomes such as stair improvement to prevent falls and the establishment of long-term health management, meaningful participation, practical program activities and holistic evaluation. For potential program sustainability, this project has involved employee representatives in program implementation and taking in charge of the ongoing program activities, and has managed to establish interdepartmental partnership to address common workplace health issues. Even though this research project has not made great progress, it has been moving toward meeting the project objectives and the organisations’ needs. From the Liming experience, this research provided recommendations for future development of WHP in Taiwan including: 1) develop national policies to define clear responsibilities in WHP development at different levels; 2) establish appropriate capacity building and training programs; 3) develop practical guidelines and tools tailored to suit Taiwan’s local conditions and needs; 4) set up effective evaluation and quality management system; 5) provide a professional or technical support team to assist workplaces or industries with the development and implementation of WHP programs.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith School of Environment
Faculty of Environment and Planning
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Wolff-Piggott, Brendon. "Situating mHealth in the workplace: a coordination studies perspective." Doctoral thesis, Faculty of Commerce, 2020. http://hdl.handle.net/11427/33069.

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A central assumption of extant mHealth literature is that the technology empowers health care staff and leads to increased efficiency in service delivery. This assumption foregrounds the transformative potential of mHealth and the active appropriation of the technology, but obscures how it integrates with existing workplace arrangements. To interrogate the limitations of this dominant assumption, this research examines how mHealth is coordinated in the workplace in practice, and the perceptions and experiences of health care staff of the place mHealth takes in their daily concerns. In this way the research reveals how existing workplace arrangements influence the way that mHealth operates in practice, and builds on extant research to clarify how this can shift responsibility for the success of the implementation onto those staff with the least recognition and security. An interpretive case study explores the coordination of mHealth in the workplace, and analyses unexpected outcomes to identify their implications for theory and practice. In order to highlight this phenomenon the research focussed on the experiences of the clinic staff who were responsible for mHealth implementation, but were not the end users and who did not receive direct benefits themselves. The analysis drew on coordination studies to identify social and artefact-based coordination mechanisms, as well as the significance of relationships in mHealth in the workplace, yielding robust evidence that social coordination mechanisms rather than the fitness for purpose of the specific technology shaped the coordination process. Issues arising from the specific setting also influenced coordination in important ways that were not predicted in the official training material. The research makes three theoretical contributions that advance understanding of mHealth in the workplace through abduction. First, it identifies two novel coordination mechanisms: role flexibility and covert routines. Second, through the novel concept of multiple accountability, it challenges one of the key integrative principles proposed in the coordination studies perspective, problematising it and proposing that relationships between health intermediaries and local communities are far more influential for the coordination of mHealth than extant theory has so far proposed. Third, it carries important implications for future mHealth (and, more broadly, technology coordination) scholarship, providing evidence that existing coordination mechanisms and relationships may be as influential as the transformative potential of the technology itself. The research also contributes to practice by enhancing understanding of how health intermediaries may be empowered to effectively employ mHealth in the workplace. In a context of policy and funding uncertainty, this research contributes to an emerging literature identifying the practical mHealth issues primary health care staff face in a resource-poor environment, interrogating approaches that fail to recognise these realities.
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Ernsting, Anna [Verfasser]. "Workplace health promotion : motivational and volitional processes of seasonal influenza vaccination behavior in the workplace / Anna Ernsting." Berlin : Freie Universität Berlin, 2012. http://d-nb.info/1026884039/34.

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Chaudhry, Chhaya S. "Emerging Diabetes Pandemic in India| A Case Study for an Integrative Approach." Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3665809.

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Every day, India sees the addition of 5,000 new cases of diabetes to its current diabetic population of 65 million people. This number is projected to cross the 100 million mark in 15 years. The emerging pandemic scale of diabetes growth is straining India's already-overburdened public healthcare resources. India is home to several well-established native and adapted foreign traditions of medicine that are widely practiced. These traditions include Ayurveda, yoga and naturopathy, unani, siddha, and homeopathy. The modern and traditional medicine approaches are extensively used as independent systems. The purpose of this qualitative research case study was to evaluate the use of an integrative approach to address the multiple challenges posed by diabetes in India. The research design for the case study was based on the theoretical framework of participatory action research. The research questions evaluated how the modern and traditional medicine systems can be jointly used to contain the spread, scale, and immensity of diabetes in India and examined the barriers and challenges in combining various systems of medicine. Data were collected from interviews with 30 modern and traditional medical practitioners and 6 policy makers identified through a stratified purposeful sampling process. The transcribed data were coded thematically and objectively analyzed. The trustworthiness of interpretations was bolstered with triangulation through records from notes and observations. In evaluating the feasibility of a synergistic and integrative approach, the study filled a gap in scholarly literature. The study contributes to social change by adding to the existing body of knowledge available to physicians and patients in preventing and containing the diabetes pandemic.

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Roby, Amanda L. "Disruptive Behavior in the Respiratory Workplace." Youngstown State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1310659749.

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Brown, Kathryn. "Workplace incivility in a large metropolitan healthcare organization." Thesis, Northern Kentucky University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3622556.

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Healthcare today is constantly transforming as hospital systems are challenged to maximize productivity and value. Factors such as occupational stress, difficult working conditions, unresolved conflict, lack of leadership, and increased complexity of healthcare foster disruptive and uncivil behavior and directly impact work performance, patient safety, and the physical well-being of those providing or supporting the care given to patients. The objectives of this study were to: 1. assess the prevalence of incivility within a large metropolitan healthcare organization, 2. determine differences in the frequency of incivility within select occupational groups, and 3. examine the relation between incivility and productivity, organizational commitment, job satisfaction, and workplace stress. The study was a cross-sectional, correlation design, using survey methodology. Data were collected from employees working in one organization consisting of an acute care facility, outpatient centers, and ambulatory locations. The study population included direct and non-direct patient care job categories and physicians.

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Nelson, Kristin Marie B. S. RHIA. "Determining Perceived Workplace Stress and Resilience among Health Information Management Department Employees." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1363089131.

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White, Dawn Reid. "Workplace Bullying from a Nurse's Perspective." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10747797.

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Bullying has long been associated with school children. In recent years, however, more attention has been paid to the bullying that has reached beyond the playground and into the workforce. One population facing this problem is staff nurses. To date, no one has found an effective way to address workplace bullying in the healthcare field, nor have effective methods been found for retaining trained nurses affected by this problem. The focus of this dissertation was on understanding nurses’ lived experiences and how nurses decided to remain in their current working position despite these problems. Taking a phenomenological approach and using the conceptual framework of resilience, the study included telephone interviews of 2 pilot study participants and 12 main study participants. Recorded and transcribed participant responses to interview questions were coded thematically and analyzed. Three main themes emerged: stories of working with workplace bullying, challenges of the lived experiences of being bullied, and special techniques of nurses being bullied. Three subthemes also emerged: despair, love of being a nurse, and resilience. This study gave a voice to nurses affected by this problem, revealing special challenges they encounter and coping strategies they employ. Hospital administrators can use the findings of this study to create social change within nurses’ working environment by implementing policies that will keep their nurses safe and happily employed. Future research should focus on workplace bullying in the nursing field and how it affects patient safety.

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Thurber, Gina C. "Supporting wellness leaders with workplace wellness initiatives in a community setting." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1349769.

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Eighty one percent of employers offer programs that focus on wellness (Hewitt, 2005 & Collins, 2004), but most do not have the resources to hire a health professional, and less than 40% of those that implement wellness programs have training. Qualitative and quantitative data were used to identify ways health professionals can support practitioners who are implementing wellness programs.Results showed that survey respondents are involved with wellness of their personal interest (94%, N=52). Since few have had training, workshops in a community setting are a good way for implementers to discuss challenges, successes, and ideas.Recommendations from this study include facilitating more canned programs that allow for tailoring, creating networking opportunities for wellness program implementers, allowing for more time during workshops for discussion of program materials, focusing on ways to overcome barriers.
Fisher Institute for Wellness and Gerontology
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Books on the topic "Integrative Workplace Health Management"

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Disability management and workplace integration: International research findings. Farnham: Gower, 2011.

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Institute, Work in America. Improving health-care management in the workplace. New York: Pergamon Press, 1985.

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Smith Tewksbury, Laura J., 1957-, ed. Collaborative management in health care: Implementing the integrative organization. San Francisco: Jossey-Bass, 1993.

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Pirker-Binder, Ingrid, ed. Mindful Prevention of Burnout in Workplace Health Management. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61337-6.

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Workplace environment, health and safety management: A practical guide. London: Chadwick House, 2004.

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Quelch, John A., and Carin-Isabel Knoop. Compassionate Management of Mental Health in the Modern Workplace. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71541-4.

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A, Lewis Gary. News from somewhere: Connecting health and freedom at the workplace. London: Greenwood, 1986.

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1955-, Palmer Stephen, ed. Integrative stress counselling: A humanistic problem-focused approach. London: Cassell, 1998.

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Haight, Joel M. Recognition, evaluation, and control of workplace health hazards. Edited by American Society of Safety Engineers. Des Plaines, Ill: American Society of Safety Engineers, 2012.

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A, Lewis Gary. News from somewhere: Connecting health and freedom at the workplace. New York: Greenwood Press, 1986.

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Book chapters on the topic "Integrative Workplace Health Management"

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Geisen, Thomas. "Workplace Integration Through Disability Management." In Handbooks in Health, Work, and Disability, 55–71. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08825-9_4.

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Lingard, Helen, Nick Blismas, Tiendung Le, David Oswald, and James Harley. "The Client's Role in Improving Workplace Health and Safety." In Integrating Work Health and Safety into Construction Project Management, 17–46. Chichester, UK: John Wiley & Sons, Ltd, 2019. http://dx.doi.org/10.1002/9781119159933.ch2.

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Kopp, David M. "Workplace Health and Safety." In Human Resource Management in the Pornography Industry, 69–78. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-37659-8_7.

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Pirker-Binder, Ingrid. "People and Their Workplace." In Mindful Prevention of Burnout in Workplace Health Management, 167–78. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61337-6_10.

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Koinig, Isabell, and Sandra Diehl. "New Technologies and Organizational Health: How Changing Requirements of the Digital Workplace Compel Employers to Think About Workplace Health Promotion." In Media and Change Management, 125–41. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86680-8_8.

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Lake, James H. "Integrative Management of Complex Patients with High Comorbidity." In An Integrative Paradigm for Mental Health Care, 195–233. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15285-7_9.

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Pirker-Binder, Ingrid. "Health in the 21st Century." In Mindful Prevention of Burnout in Workplace Health Management, 233–36. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61337-6_13.

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Tracy, Mary Fran. "Integrative Therapies in the Management of Critically Ill Patients." In Integrative Therapies in Lung Health and Sleep, 157–76. Totowa, NJ: Humana Press, 2011. http://dx.doi.org/10.1007/978-1-61779-579-4_9.

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Quelch, John A., and Carin-Isabel Knoop. "Mental Health and Work." In Compassionate Management of Mental Health in the Modern Workplace, 1–25. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-71541-4_1.

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Rick, Vera Barbara, Peter Rasche, Alexander Mertens, and Verena Nitsch. "Workplace Health Promotion: mHealth as a Preventive Mediator Between Psychosocial Workplace Characteristics and Well-Being at Work." In Digital Human Modeling and Applications in Health, Safety, Ergonomics and Risk Management. Health, Operations Management, and Design, 249–65. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-06018-2_18.

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Conference papers on the topic "Integrative Workplace Health Management"

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Hwang, Jeff Yi-Fu, Sin Eng Chia, and Judy Sng. "232 A health-based risk assessment framework in the workplace to integrate the management of health and safety risks: a review." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1080.

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Nastasia, Iuliana, and Romain Rives. "Occupational health and safety and sustainable return to work management in small and medium-sized enterprises." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002653.

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BackgroundThe sustainable retention of workers after a work-related injury poses particular challenges for small and medium-sized enterprises (SMEs). Although studies on SMEs have multiplied over the past 30 years and some of them have led to the emergence of new concepts and theories in occupational health and safety (OHS), little is known about what can be done in SMEs to improve the OHS management of absences caused by work-related injuries. The objective of this presentation will be to overview strategical elements (resources, structures, activities) that could also benefit to the sustainable return-to work (SRTW).MethodA scoping review (Levac et al. 2010) on OHS management in SMEs was conducted in a reflective, iterative and collaborative manner. The methodological approach includes searching for relevant publications from the 2000 year in scientific (e.g., SCOPUS, ProQuest) and non-scientific (e.g., NHSE, NIOSH) databases, combining several key concepts related to OHS management and SRTW. Criteria for the selection of the studies were: 1) focus on OHS management, generally (review), or empirically (workplace intervention study); 2) focus on SMEs globally or in a specific context (size of enterprise, sectors of activities). Two reviewers using an iterative consensus-based approach performed article selection, extraction of data, and analyses.ResultsThree groups of strategic elements are beneficial for OHS management in SME: diffusion of information, support to implement integrative adapted systems of management and training programs, and especially designed for SME or intermediaries.Diffusion of information about legislation for SMEs, and guidelines for compliance with regulations, provide SME motivation and resources to intervene on the proper factors on SRTW. External support to OSH interventions, provided by control authorities, associations and networks of companies, and external consultants allow sharing knowledge and OSH-related resources, promoting best practices in SME. The availability of knowledge of effective OSH interventions could also help to replication or adaptation in particular contexts of SME, helping the achievement of proper conditions for SRTW. This kind of collaborative support to SME, combined with the continual engagement of employers and communication between management and employees and among employees, play an essential role in all phases of preventive or corrective interventions. Finally, training programs specially designed for SMEs foster interventions by increasing the awareness and the knowledge of the personnel, who are more motivated to intervene or correctly behave. DiscussionOverall, the strategies, resources, structures and activities in the SME, seem to be specific to the legislation in place and the different levels of actions. Even if generally they do not explicitly have an aim to promote sustainable retention of workers after a work-related injury, they present some opportunities to do so, modalities being different depending on the size of enterprise, and the level of risk of work activities in the sector. The results of this scoping review provide input for methodological and conceptual thinking for future policies or programs, as well as some information about integration of SRTW to OHS approaches and intervention modalities.
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Hornung, Severin, Matthias Weigl, Britta Herbig, and Jürgen Glaser. "WORK AND HEALTH IN TRANSITION: TRENDS OF SUBJECTIFICATION IN APPLIED PSYCHOLOGY." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact056.

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"Reported is the synthesis of a series of seven studies on work and health, conducted collaboratively by researchers in applied psychology and occupational medicine. This qualitative meta-study develops a framework, in which reviewed studies are structured, aggregated, integrated, and interpreted in a theory-guided iterative process of themed analysis. Building on empirical results, the subsequent interpretive integration seeks to demonstrate, how overarching, pervasive, and in psychological research typically underemphasized tendencies of “subjectification” manifest in exemplary work contexts, research topics, and results. Subjectification of work is operationalized in dimensions of work intensification (performance focus), work internalization (goal adoption), and work individualization (job personalization). A meta-dimension is work insecurity (personal risk), cultivated in contemporary management ideologies of employee self-reliance. Following thematic description, content-analytical structuring criteria include: a) focus on work task (activity) versus working conditions (context); b) primary (close, direct, explicit) versus secondary (inferred, indirect, subtle) references to and/or indication for identified tendencies of subjectification; and c) theoretically assumed and empirically examined relationships with negative (psychopathological) and positive (psychosalutogenic) short, medium, and longer-term attitudinal and health-related work effects, as well as the personality-shaping impact of long-term occupational socialization. Psychological aspects of work tasks are core to 4 studies, 3 focus on working conditions and organizational practices. References to intensification were dominant in 4 studies, whereas 5 include internalization processes, and 3 predominantly focus on individualization of work. All studies share secondary or indirect references to other subjectifying tendencies. Examined work effects were aggregated into a matrix of short, medium and long-term positive and negative manifestations of health and wellbeing. Results suggest tensions and pressures arising from the motivational individualization of work tasks and conditions, resulting internalization of organizational interests and goals (e.g., performance, efficiency, costs), coupled with system-inherent tendencies of work intensification. These dysfunctional dynamics constitute risks factors for psychologically detrimental or harmful forms of self-management, self-control, and self-endangering work behavior, as manifestations of “internalized” incompatibilities between work and health in the neoliberal workplace, aggravated by existential threats associated with political-economic crisis. Outlined are implications of subjectification for a critical reevaluation and reorientation of basic theoretical assumptions of research and practice in applied psychology and occupational health."
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Lim, Monica. "Health Management at Workplace." In SPE Asia Pacific Health, Safety and Environment Conference and Exhibition. Society of Petroleum Engineers, 2005. http://dx.doi.org/10.2118/96496-ms.

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Yunusa-Kaltungo, Akilu, Rukaiyatu Mohammed Jungudo, Srija Ray, and Idowu Sokunbi. "How Do Maintenance Personnel Perceive Occupational Safety and Health (OSH) Risks During Major Overhauls, Outages, Shutdowns or Turnarounds (MoOSTs)? An Examination of the Nigerian Cement Industry." In ASME 2022 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2022. http://dx.doi.org/10.1115/imece2022-89020.

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Abstract Asset management activities such as periodic overhauls are crucial for ensuring asset integrity and workplace safety. However, lessons learned from previous major industrial accidents across various high-risks industries have indicated that the perception of occupational safety and health (OSH) risks of maintenance personnel during major overhauls, outages, shutdowns and turnarounds (MoOSTs) are common denominators and precursors to several accidents. This is typically owing to several factors especially the fusion of all classes of routine maintenance tasks on enormous scales and the integration of a very diverse workforce (client, regulators, original equipment manufacturers, and various contracting firms) that possess very different safety cultures, which in turn compound overall risk profiles of job sites and the likelihood of accidents. Therefore, developing a good understanding of the risks perceptions and attitudes of MoOSTs workers towards can help improve overall OSH performance. Although several studies have investigated the subject of safety culture and climate in the context of projects especially engineering, procurement and construction (EPCs), however, studies and use cases on MoOSTs are significantly underrepresented, despite their impacts on costs, employment and wellbeing. This study therefore aims to advocate a safety culture that would boost OSH performance during MoOSTs through the development and deployment of safety climate questionnaire survey to MoOSTs workers of leading cement manufacturing operations in Nigeria. The study revealed “training and learning from incidents”, “commitment of senior management towards ensuring safety and its protocol deployment process”, and “effectiveness of incident reporting systems during MoOSTs” as the three main underlying safety climate factors.
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Domínguez Caballero, Rosa Mª. "El patrimonio defensivo andaluz y su gestión en la intervención. Un modelo sobre la Seguridad y Salud." In FORTMED2020 - Defensive Architecture of the Mediterranean. Valencia: Universitat Politàcnica de València, 2020. http://dx.doi.org/10.4995/fortmed2020.2020.11374.

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The Andalusian defensive heritage and its management in the intervention. A model on Health and SafetyThe Management of the Architect or Building Engineer in Restoration works in defensive buildings such as (towers, walls, castles, etc.) has an exhaustive and specific workforce due to the particularities especially in the environment of the Health and Safety Coordination. This communication will focus on the management of the technician on the Prevention of Occupational Risks in the Restoration, Rehabilitation and Consolidation works on defensive constructions chosen by the author of her International Thesis from the point of view of their integration in all processes: definition and Execution of the activities to be carried out. The destination and final objective is to ensure the physical integrity of the workers who are in contact in the Restoration of Historical Heritage. Research has been carried out in this area both in Andalusia and in the South of France, around the Mediterranean, reflecting the comparison of particularities as an example in 2 defensive interventions: “Restoration in the tower of Castle Molares (Sevilla)” and “Consolidation of Castle Olvera (Cádiz)”. The Technician's work is fundamental for the control of risks in the workplace, especially in the consolidation and restoration of defensive heritage. The actions of the Health and Safety Coordinator in the execution phase in the Restoration or Rehabilitation differ considerably with the works of Nueva Planta, since the stability of the building must be guaranteed in addition to the difficulty involved in the execution procedures and the “surprises” that can be found when acting on the property of this type. Documents are prepared reflecting the modifications in the Restoration Process that will entail new “occupational risks” and the consequent “health and safety measures” that will have to be taken to eliminate or minimize as indicated in Law 31/95 of PRL.
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Erdei, Renáta J., and Anita R. Fedor R. Fedor. "The Phenomenon and the Characteristics of Precariate in Hungary: Labormarket situation, Precariate, Subjective health." In CARPE Conference 2019: Horizon Europe and beyond. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/carpe2019.2019.10284.

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Anita R. Fedor- Renáta J. Erdei Abstract The focus of our research is labor market integration and the related issues like learning motivation, value choices, health status, family formation and work attitudes. The research took place in the North Great Plain Region – Szabolcs-Szatmár-Bereg county, Nyíregyháza, Nyíregyháza region, Debrecen, Cigánd district (exception), we used the Debrecen and the national database of the Graduate Tracking System. Target groups: 18-70 year-old age group, women and women raising young children, 15-29 year-old young age group, high school students (graduate ones) fresh university graduates. The theorethical frameworks of the precariate research is characterized by a multi-disciplinar approach, as this topic has sociological, economic, psychological, pedagogical, legal and health aspects. Our aim is to show whether There is relevance between the phenomenon of precariate and labor market disadvantage and how individual insecurity factors affect a person’s presence in the labor market. How the uncertainties in the workplace appear in different regions and social groups by expanding the theoretical framework.According to Standing precariate is typical to low gualified people. But I would like to see if it also typical to highly qualifiled young graduates with favourable conditions.It is possible or worth looking for a way out of the precarious lifestyle (often caused by objective reasons) by combining and using management and education.Are there definite features in the subjective state of health of groups with classic precariate characteristics? Results The research results demonstrate that the precarious characteristics can be extended, they are multi-dimensional.The personal and regional risk factors of labor market exclusion can develop both in different regions and social groups. Precarized groups cannot be connected exclusively to disadvantaged social groups, my research has shown that precarious characteristics may also appear, and the process of precarization may also start among highly qualified people. Precariate is a kind of subjective and collective crisis. Its depth largely depends on the economic environment, the economic and social policy, and the strategy and cultural conditions of the region. The results show, that the subjective health of classical precar groups is worse than the others.
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Amler, N., S. Letzel, T. Nesseler, and H. Drexler. "1494 Status quo of workplace health management in thuringia." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1413.

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Schiller, Thomas. "Possible Economic Benefits from Mandatory Workplace Health Management Systems." In Proceedings of the International Conference on Economics, Management and Technology in Enterprises 2019 (EMT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/emt-19.2019.31.

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Daniel, M. Couch, and J. Robb Albert. "Effective Care Management Minimizes Workplace Injury Severity." In SPE International Conference and Exhibition on Health, Safety, Security, Environment, and Social Responsibility. Society of Petroleum Engineers, 2016. http://dx.doi.org/10.2118/179229-ms.

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Reports on the topic "Integrative Workplace Health Management"

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Wofford, David, Marat Yu, Lauren Shields, and Maria Pontes. Health facility guidelines and management benchmarks: Improving workplace health services and health management in factories, farms and other workplaces in low- and middle-income countries. Population Council, 2015. http://dx.doi.org/10.31899/rh9.1038.

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Okwundu, Charles I., and Charles Shey Wiysonge. Which interventions improve the management of dual practice? SUPPORT, 2016. http://dx.doi.org/10.30846/160811.

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Dual practice in the healthcare setting refers to the holding of more than one job, in unrelated health facilities, by a health professional. In many low-income countries, low pay and difficult working conditions lead many health professionals in the public sector to add to their income by taking on private patients who pay for the services that they receive. Dual practice has both negative and positive consequences and there are concerns that its negative impacts may exceed the positive ones. By allowing public sector workers to supplement their income, it may be easier for the public health sector to keep their skilled workers. However, dual practice may also lead health professionals to spend less time in their public sector job; take time off without permission to work in their private positions; lower the quality of their services in the public sector in order to drive patients to their private practice; or take resources from their public sector workplace to use in their private sector jobs. Various interventions have been implemented to manage dual practice e.g. banning dual practice, regulating the number of hours that public sector workers are allowed to do private practice, regulating how much public sector workers are allowed to earn from private practice, salary increases and promotions for workers who agree to only work in the public sector, and allowing limited private practice within public facilities.
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Good Practice Guidance for the Management and Control of Asbestos: Protecting Workplaces and Communities from Asbestos Exposure Risks. Asian Development Bank, March 2022. http://dx.doi.org/10.22617/tim220047-2.

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This publication aims to increase awareness of the health risks associated with asbestos in the workplace and provides recommendations and checklists on avoiding and managing the risks of exposure. Occupational exposure to asbestos is estimated to lead to more than 230,000 deaths globally every year. This publication provides guidance on the duties of employers and contractors in minimizing risks from asbestos; training requirements; and the identification, containment, safe removal, and management of asbestos waste.
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